Transformational Leadership

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Introduction

All organizations need appropriate leaderships to lead or manage daily business activities (Ladzami, Vurren, & Van, 2002). As Leadership is very important for motivating subordinates and manage resources to accomplish the organization's mission; it is primary for organizational innovation, adaptation, and performance .A effective leadership is the one who able to driving any institute to achieve performance and become successful and inconvenient leadership and management skills will lead the institute towards failure (Davies, Hides, & Powell, 2002). There are many theories and approaches to leadership that try to identify a methodology how to identify and objectively measure effectiveness of leaders.

Transformational …show more content…

They encourage their employees by influencing their beliefs, values, attitudes and behavior. Transformational leaders inspire their subordinates in such a way that it goes beyond the rewards and exchanges

A transformational leader mostly leads its subordinates by providing them a vision. He is more of a charismatic leader and work on influence his followers through his vision and charisma. Burns (1978). Motivation and inspiration is depend on how much leader have vision of his organization future, and provide encouragement and significance regarding what needs to be done (Ismail et al. 2010; Bass 1997)To allow transformational leader to share their vision, they have to be able to influence their followers to accept a vision and work hard to its fulfilment. Additionally, according to Kotter (1996), nothing undermines vision more than the behavior of a leader that is inconsistent with verbal communication. Stability and open and fair communication, in other words, integrity, is therefore important for inspirational motivation, as well. According to Küpers and Wiebler (2005). Leaders need to assure the importance of purpose and the ethical consequences of decisions (Bass 1997), which is part of the competency of …show more content…

Power is given to transactional leadership, emphasizing individual as opposed to collective goals, tends to reduce cooperation within teams (Kahai et al. 2003). Furthermore, the stressing of rewards by transactional leaders typically signals scarcity of resources or negative interdependence (Deutsch 1949).

Transactional leadership is a leadership behavior that is involved in any places or situations that cannot be avoided among leader and follower.
In order to perform transactional leadership roles, leaders should explain clearly about their expectation from followers, convey the message or information to be easier understanding and adapted by followers, and eventually tell followers what they will receive from followers as return (Den Hartog, Van Muijen, & Koopman, 1997). The transactional leadership tends to be task oriented instead of people oriented leadership style to enhance performance

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