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Strengths and weaknesses of a transformational leader
Strengths and weaknesses of a transformational leader
Conclusion of the study transformational leadership
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1.1 Background of the Study
Leadership is an important factor in managing change in organizations (Sarros & Santora, 2001). Leadership is one of the most vital success factors in organization (Murphy & Ensher, 2008). At any time in history of any community, there has always been a great leader and leadership has always been practiced (Leech & Fulton, 2008). For all successful organizations, there has been an effective leader who is able to mobilize all the resources in the organization to achieve its goals (Malusu, 2003). Schools, like other organizations, require effective leadership to achieve their goals (Barnet, McCormick & Conners, 2001). In an educational system, a principal as the coordinator of all educational and training activities
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He defined a transforming leader as one who engages with followers in an effort to transcend self interest for the sake of the team. According to Burns as cited in Antokas, Avolio and Sivasubramaniam (20003), transformational leadership can be seen when leaders and followers make each other to advance to higher levels of morality and motivation (Antokas et al., 2003). According to Northouse (2001), transformational leadership is the ability to get people to want to change, improve, and be led. It involves assessing students ' motives, satisfying their needs, and valuing them. But according to Chew and Chan (2008), transformational leadership is the leader’s ability to increase organizational members’ commitment, capacity, and engagement in meeting goals. Alimo-metcalfe and Alban–metcalfe (2001) note that transformational leadership exist when a leader identifies the needed change, creates a vision to guide the change through inspiration, and executes the change with the commitment of the members of the group. In the opinion of Bass and Riggio (2006), transformational leadership involves generating a vision for the organization and inspiring followers to meet the challenges that it sets. while views may vary, they generally agree on generating a vision and inspiring followers, which unlike in other leadership approaches, is based on a leader’s personality, traits and ability to make change through example, articulation of an energizing vision and challenging goals (Riggio,
Leading organizations of school administrators offer educators various opportunities to encourage educators to become leaders. No Child Left Behind Act of 2001 (NCLB) has mandated that leaders be better prepared for the task of providing quality education to all. NCLB “… is forcing all educational stakeholders to face the weakness of contemporary school leadership and is making it impossible to ignore the need for higher quality principals” (Hale & Moorman, 2003, p.1). It is believed that all educators can be and are leaders in their own right. A leader is a visionary and has the ability to inspire others to aspire to greatness. Of the numerous opportunities that are offered, those that are most beneficial include but are not limited to leadership training programs, professional development, and creating shared leadership opportunities for teachers to become leaders. The systems “…that produce our nation’s principals are complex and interrelated – and governed by the states. Each state establishes licensing, certification and re-certification” (Hale & Moorman, 2003, p.1). States use the ISLLC standards “…as the framework for preparation programs and in service professional development of school superintendents, principals, and other leaders” (Hale & Moorman, 2003, p.3).
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). This theory, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
Analysis of Issues After the interview with Ms. Howland, it was realized that this is not an ordinary leader. Although her function does require her to demonstrate elements of transactional leadership during the conduct of an average day in her work environment, it became obvious that there was more to her leadership style. Ms. Howland demonstrated the use of transformational leadership as a way of motivating and inspiring her team and those around her. Throughout her nine years at Crescent Point Energy, Ms. Howland has been the driving force behind many changes during the company’s evolution from a small to intermediate player in the conventional oil and gas sector. From her position within the Accounting Department, the company’s growth and her vision for the future was used to gather resources and sell a vision to upper management as well as her peers and subordinates within the corporation.
One of the most serious duties of leadership that participate to leadership effectiveness is the style of the leader. A leadership style is the action a leader display while guiding and supervising organizational members in appropriate directions. Transformational leadership has been demonstrated an effective leadership style in leading organization, it has great effects on subordinates‟ behavior and organizational outcomes (Hardy,2010). Northouse (2010) claims that when hospitals require efficient ways to help them outperform others, a longstanding ways is to focus on the effects of leadership. Team leaders play a critical role in infusion collective norms; coordinating action and assist teams to cope with their environments. This leader-centered
The use of transformational leadership throughout the study provided me with an effective source of leadership that allowed me the opportunity to lead a group of individuals through a structured work process, where I could evaluate their accomplishments and also, evaluate my own leadership effectiveness as I progressed through this assignment. “Several studies have documented important connections between transformational leadership and organizational operation. Transformational leadership has been linked to an array of outcomes, such as employee commitment to the organization and job satisfaction and satisfaction with a leader” (Roger Givens, 2008).
Currently, the fact that there is a high employee turnover is problematic. High employee turnover suggests the organization is not effectively managing its teammates (Brody and Nair, 2014). A different leadership technique could possibly be used at the organization to address high employee turnover. As mentioned above, the current leadership style has proven successful for the company as a whole, but it is not working effectively at my particular clinic. The reality is that the clinic is having a hard time managing employees. As the current leadership style, has been participative leadership, a potential strategy could be to shift to transformational leadership. Several studies have reported on the effectiveness of a transformation leadership style. At my clinic, the top leader is the facility administrator, who is a woman. Transformational leadership theory is based on the notion that teammates will go above and beyond what is normally expected of
Schools are influenced by varied internal and external factors in a constantly changing environment (Navickaite & Janiunaite, 2012). There is a growing consensus among stakeholders that the current progression of education must change drastically. Educational policy makers and leaders are examining an array of school improvement efforts, including rigorous curriculum; alignment of state and national standards and organizational restructuring. According to Fullan (2001), the more complex society gets, the more sophisticated leadership must become. School leaders wrestle with the intricate challenge to implement reform efforts, increase student achievement, serve the individual needs of all students and meet community demands (Goldring & Schuermann, 2009). Leading a change process is an essential and difficult process of school leadership. Effective school leaders are expected to manage and transcend a rapidly changing environment. Hence, leadership requires abilities such as being team-oriented, strong communicators, team players, problem solvers, change makers and transformation leaders (Balyer, 2012).
A transformational leader is someone who transforms the group. The transformation leader knows exactly how to motivate the followers to achieve success. The transformational leader uses their willpowers to persuade the team to do things and has mastered the art of convincing people and encouraging the staff to cooperate and promote teamwork. A transformational leader is someone who inspires, motivates followers to high levels of performances, and, in the process, may help develop their leadership potential. Praise and encouragement are merely the tools of a transformational leader in gaining the trust and confidence of the
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Transformational leadership has acquired popularity among leadership scholars and researchers over the past years and today. According to Riggio, (2012), this type of leadership can be implemented to any organisation and can be found at different levels of the organisation. Ismail et al. (2010) noted that transformational leadership can lead to followers put greater trust in their leaders, which help to improved individual performance. Transformational leaders strengthen employees ability to achieve by providing them the knowledge and resources to complete their jobs (Betroci, 2009). It is argued that the power of transformational leadership being in the conception of the organisation (Tichy and Devanna, 1990). Transformational leaders try
Leadership is an act of leading a group of people or an organisation showing direction or a source of inspiration (Hanks 1986). It is a very important role when it comes to business which provides direction of an organisation towards success or failure. Leadership effectiveness depends on what style of leadership is being used. Different leaders take up different leadership styles to lead people or organisations. This essay will be looking at the different leadership styles with focus on the transformational leadership with examples and a critical analysis on impact on employee drive and organisational culture and influences on the business. The four leadership styles that will be discussed in this essay are transformational autocratic, democratic,
to inspire others one must be able to listen and help each other find the inspiration in themselves.
Overall, the study provides direction of ways cultural intelligence can be integrated into higher education curriculum.