Transformational Leadership Weaknesses

Northouse (2001) recognizes the underlying strengths and weaknesses of the theory of transformational leadership as strengths and weaknesses are inevitable dimensions of any leadership premise.

Strengths of Transformational Leadership include widely researched with instances of eminent leaders, successfully impacting followers at different levels ranging from one-on-one level to the entire institution and robustly accentuating requirements and values of the associated people.

Weaknesses of Transformational Leadership encompasses issues like containing extremely wide-ranging contents, considering the concept of leadership more as a character attribute than as a taught act and most importantly possessing the risks of power misuse.

Prior researches

Charisma had been strongly questioned as either fundamental to transformational leadership approach (Burns, 1978; Bass, 1985) or considered as adverse to TL (Sashkin, 1986). Charisma itself might serve valuable purposes, however if the focus of the leader is solely concentrated on his or her own requirements rather than the broader necessities of the organization as a whole, charisma might promote reliance which might result in addressing urgent issues but not developing a group of true followers (Sashkin,1988).Furthermore, Graham (1991) stated that transformational leaders, if are not concerned for ethical safeguards, certainly could persuade supporters to turn into being gripped irrespective of their aspiration. According to Bass (1985), idealized influence which is a crucial element of transformational leadership conjecture, could compel supporters admire and agree with transformational leaders irrespective of the situation and could make them to impersonate the leaders which can act as a charismatic represent. In the abovementioned situation, if the leader objects are aligned with organizational and pro-social objects, this trait is assumed to address both the employees and the