Transformational leadership is the style of leadership that offers positive motivations in those who follow. They are energetic, enthusiastic and passionate or concerned about their position and the performance of those who follow. “Although competence and cognitive ability, namely, traditional intelligence, might be keys for success when working alone, leadership requires successful interaction with other and the ability to motivate them to accomplish goals” (Nahavandi, 2015, p. 114). Transformational leadership will take control of situations and convey clear visions and goals.
The first of three articles on transformational leadership examines the effects of team diversity and the moderating effects of transformational leadership in different industries. Transformational leaders involve themselves in processes of team learning behavior and are strategically focused on helping team members succeed; they are also involved in the team’s essential enthusiasm as a moderator and transformational leadership as a mediator. “Many researchers, when focusing on this trend, have examined the impact on
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workplace performance of comparative differences between members who interact regularly” (Moonjoo, 2017, p. 1256). There are different categories effects of diversity and how it is perceived in transformational leadership. The article identifies control factors that can restrain the negative effects of diversity in teams and in the organization. The style of leadership that transforms followers to rise above their self-interest and challenges helps them to move beyond any existing assumptions. It allows followers to have a greater understanding of the methods through which transformational leadership will generate it effect. Based on a conceptualization of team effectiveness as largely determined by emergent states and interaction processes, candidness to diversity reflects members acceptance of differences in perception and situations. The second article discusses the different state of diverse elements by examining transformational leadership as a mediator of team outcomes. Organizations and teams working toward common goals now consist of members from different backgrounds and with different characteristics. Transformational leadership promotes team cohesion when identifying and monitoring the diversity within teams. It is known that “organizations and groups working toward common goals now consist of team members from different backgrounds and with different attributes” (Moonjoo, 2017, p. 1255). When there is indication that specifies teams are capable of remarkable performance they should be given thoughtful attention by the organization’s management. Linking the condition of the team and its performance. “As on-going processes that are vital to project success. Robust team building and team development practices tend to be essential parts of a project’s life cycle and also affect a company’s overall project performance” (Tabassi, Roufechaei, Abu Bakar & Yusof, 2017, p. 22). Transformational leaders have a clear vision and are coherent to their team. They are also able to help with the experience, offering compassion and motivation the team members need to fulfill these goals. The third article discusses proposed relationship among the variables of transformational leadership, collective team identification, team performance and diversity.
Transformational leaders affect the organizational outcomes such as behaviors, job satisfaction, commitment and performance. “Transformational leadership may improve interpersonal relationships among team members and create better performance achievement” (Kearney & Gebert, 2009, p. 26). As transformational leaders influence followers by motivating and inspiring them to achieve organizational goals. Transformational leaders also appeal to the organizational culture changes for future outcomes related to diversity. The influence of transformational leaders on organizational cultures can be seen in the followers who work in the organization and committed to the overall personal and organizational
success. References Kearney, E., & Gebert, D. (2009). Managing Diversity And Enhancing Team Outcomes: The Promise Of Transformational Leadership. Journal Of Applied Psychology, 94(1), 77-89. doi:10.1037/a0013077 Moonjoo, K. (2017). Effects Of Team Diversity, Transformational Leadership, And Perceived Organizational Support On Team-Learning Behavior. Social Behavior & Personality: An International Journal, 45(8), 1255-1270. doi:10.2224/sbp.6325 Nahavandi, A. (2015). The Art and Science of Leadership. Boston, MA: Pearson. Tabassi, A. A., Roufechaei, K. M., Abu Bakar, A. H., & Yusof, N. (2017). Linking Team Condition and Team Performance: A Transformational Leadership Approach. Project Management Journal, 48(2), 22-38.
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
Transformational leadership is defined as a “process whereby a person engages with others and creates a connection that raises
Transformational leaders exhibit personal and professional qualities that other want to emulate and follow. These leaders advance the mission in combative environments. Transformational leaders propel the growth of the team through communication. Finally, transformational leaders leave a legacy that instills pride, moral, and determination for future success.
This model has been used over decades in research to chime in on the importance of knowing the behavior of leader’s and their effect on those who work for them. According to Brymer and Gray (2006), effective transformational leadership ensures a supportive culture and does not require boundaries and guidance. The concept of transformational leadership was created to bring together leaders and those who work for them, which in turn impact those in whom they serve because their personality is viewed in a positive
“..the transformational leader articulates the vision in a clear and appealing manner, explains how to attain the vision, acts confidently and optimistically, expresses confidence in the followers, emphasizes values with symbolic actions, leads by example, and empowers followers to achieve the vision (Yukl, 2002)
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.
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
This is where transformational leaders excel in their roles as motivators and change agents; however, one characteristic that resonates most with followers is the leader’s ability to define vision and mission. Ballou (2015) used the analogy of an orchestra conductor possessing the musical score that provides the details for every participant in the ensemble. The ability of the leader to bring clarity to the vision enables followers to understand the ‘why’ of their hard work. While seemingly autocratic, followers accept direction from transformational leaders because they demonstrate selflessness and are most interested in the team’s success, not their own. These highly regarded traits can alleviate tension in diverse groups by focusing on the vision, not individual differences. While there are similarities between the servant and transformational leader, there are important differences as well. In the book, The Leadership Challenge (2002, p. 153), the authors suggested that transformational leadership affects not only the followers, but the leader as well, by raising each other to achieve the higher purposes of motivation and morality. Another vital component of transformational leadership is the fostering of participation when making decisions. It is never the intention of the leader to inject his or her opinion, especially at the onset of the process. This ability allows followers to arrive at consensus by encouraging team participation, which invites involvement and buy-in of the vision, while decreasing the likelihood of inter-team conflict. The true transformational leader inspires the team because they have achieved a high level of self-actualization, which allows them to encourage and recognize the achievements of others without feeling threatened. When followers are fortunate enough to be led by a transformational
Leaders will act as role models to inspire their followers. Besides, the leader will challenge the followers to take a greater ownership of their work. Transformational leaders normally understand follower’s strength and weakness so that the leader will not affect their performance when allocating task for them. Nevertheless, transformational leadership can inspire or motivate followers to achieve a better result compared to originally planned (Mihhailova, 2014).
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
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 is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
According to (Burns), “transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation." the strength of the vision, transformational leaders are get followers to get their expectations, and motivations to work and achive their goals.
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...