Transformational Leadership Leadership is ability to inspire and maintain among the people who are needed to achieve organizational goal (Dubrin, 2007). Leaders ensure the position of organizational functions is aligned with external environment and then direct their followers towards it (Zaccaro & klimoski, 2001). Effective leaders plan the strategies and predict the future probabilities (Haider & Riaz, 2010). They can lead organizations to success by giving more attention to environmental changes, which in turn helps to set objectives and goals. One of the elements of leadership that contributes to leadership effectiveness is the style of the leader.
Adaptive and technical challenges combined and adaptive challenges alone can be remedied with leader behaviors, like regulating distress and protecting leadership voices below, that encourage followers to continue to strive for their best and essentially the good of the organization also. Adaptive Leadership has two focal strengths relevant to this philosophy and validate its inclusion in this analysis. First, this style, unlike other theories, is follower-centered and leaders provide the tools necessary for followers to grow and as a result, the whole organization grows (Northouse, 2016, p.275). Lastly, Adaptive Leadership provides instructional behaviors anyone can learn that can facilitate positive, adaptive change (Northouse, 2016,
In fact, leadership is a "complex phenomenon that operates across multiple levels of analysis" (Dinh et al., 2014, p. 37), and as such, a leadership philosophy generated from one theoretical perspective would lack dimensional and methodical depth. Thus, this leadership philosophy is heavily influenced by transformational and diversity leadership theories. On the one hand, transformational leadership highly emphasizes on relationships and personal attributes, such as leader-follower dyads (Backman, Sjögren, Lindkvist, Lövheim, & Edvardsson, 2017). Accordingly, much of the transformational leadership research focuses on the personal attributes of effective charismatic leaders. On the other hand, diversity leadership brings light to the contextual influences of diversity and leadership in organizations where the leader is also perceived as a linguistic and/or visible
Adaptive Leadership reveals within CAS and interactions among agents rather than in individuals, being identifiable only if it has significance and impact. As for the World Food Program, an adaptive leadership example can be retrieved from the coping strategies that WFP has when it comes to managing volatile food prices. Indeed, systems such as the Immediate Resource Account, a multilateral fund facility that had repeatedly allowed the organization to respond swiftly to emerging, urgent needs including those required for logistical and non-food costs (Mikes, Tufano, 2009). Administrative Leadership refers to the top-down actions of individuals and groups in official managerial positions who design and organize activities to achieve organizationally-prescribed outcomes in an efficient and effective way (Uhl-Bien, 2007), considering the firm 's need for creativity, learning, adaptability and all actions that can have significant impact on these
The strengths influence every level of the organization, and it is well and widely researched. It is very appealing since the followers believe it is rational. It is process-focused, transitional leader treats leadership as a process occurring between the followers and leaders(Suresh. A. Rajini.J 2013). Transformational leadership has extensive sweep that integrate and incorporate other leadership models.
In a study conducted by Jae (2014), there is enough evidence to suggest that transformational leadership is the focal point and is an effective tool for bringing about the best team behaviour and improvements in the teamwork environment. Rendering to the situational theory, diverse team conditions require a different quality of leadership behaviour from the frontrunners. As a consequence, the condition of a team may impact the quality of the leadership style and in this instance, transformational leadership, of the leader. Moreover, worthwhile behaviour and remarkable work outcomes from team members are always looked for, but in most instances, they do not always occur. Individuals normally reply well only to proper leadership styles and behavior.
2.3.1 Advantages of Transformational Leadership Given the rapid rate of change in organisations in today’s turbulent economic environment, it is crucial for leadership to be both flexible and adaptable. Given the uncertain environment within which organisations operate, the practice of transformational leadership style is vitally important as it will ensure the workforce is directed towards the future. It will also enable the workforce to think in new ways and become more creative and innovative which is imperative in todays ‘new world of work’ and digital economy within which organisations operate. Given the positive effects which this type of leadership brings on followers’, it leads to increased motivation and exceptionally performance. 2.3.2 Disadvantages of Transformational Leadership Although transformational leadership styles have consistently shown advantages not only in shaping followers and achieving the organisations end goals and/or outcomes, there are also certain limitations of transformational leadership.
Often, I use a more task-oriented approach to leadership, which can be off-putting to followers. I believe that the Adaptive Leadership Approach will help me achieve my goal to start an alumni chapter because it assumes that a large number of the problems faced in leadership are embedded in interactive systems. Problems are complex, and can change and evolve as relationships do (Northouse, 2016). This model is also useful for this goal because “adaptive leadership clearly describes leadership as the actions the leaders undertake to afford followers the best opportunity to do adaptive work” (Northouse, 2016, p. 292). This idea relates to how sorority alumni chapters work, and the idea that we all have different goals and reasons for wanting to be a part of this group.
However, I know that I need to improve my knowledge of many aspects of other types of leadership. For example, I love working for an authentic leader who has the ability to inspire others based on the example they set. I am also interested in learning more about the transformational and adaptive leadership styles. Therefore, I would set goals for myself to learn what it really takes to be the authentic leader, the transformational leader and the adaptive leader. Authentic Leadership Authentic leadership refers to a leader that actually possesses the beliefs they embrace.
These will allow me to apply the difference styles of leadership. In identifying my own leadership style (supportive), I discovered that there where instances that I would have to use a little of all styles. I think the best way for me to improve my choice of leadership style and to know when to apply the other styles will be to continuously expose myself and participate in formal and informal education classes. As I observe and learn from my own senior management and peers through questions, application and/or coaching; this will provide opportunities for me to constantly improve. As a leader and being positioned between the demands of management, team and the workers; leadership skills must include the ability to juggle the various priorities while keeping performance high and cost under control.