The Philosophy of Transformational Leadership According to Grant (2012) transformational leadership is a philosophy that conveys a vision and creates action for change that focuses followers’ awareness on their contributions and mission accomplishment. Transformational leaders are known to be passionate and are able to articulate their vison to motivate followers. Roueche, Baker III, and Rose, (2014) suggest that a transformational leader is able to engage the follower in a manner that allows communication of needs to be reciprocal in nature. The process involved in the philosophy of transformational leadership, allows for the superior to coach or mentor followers. The goal would be to personalize and stimulate the follower in a manner that
There is complexity in it. Transformational leadership is a conglomerate of various leadership characteristics which not be easy learn. Such transformational leadership weaknesses could improve the leader integrate more servant leadership elements. Those can give the followers greater ownership, responsibilities, formulation of collective vision that will serve both the followers and organization stakeholders. Establishing the methodologies to have measurable indicators will help to learn the complexities of transformational leadership.
It is possible to connect the benefits of transformational leadership styles to the leader 's ability to empower followers, simultaneously increasing their commitment to the organization (Fischer, 2016; Bormann, & Abrahamson, 2014; Merrill, 2015). Consequently, based on its success in the nursing context, transformational leadership is a heavy influence on this philosophy of
8. Transformational Leadership. The concept of transactional and transformational leadership were brought into being by Burns after an in depth study on political leadership. In Transformational leadership the leader influences the behaviour of the follower to achieve the goals of higher order, for example the good of the group or organization, and transcend the self – interest of basic needs. Admiral Horatio Nelson was noted for his ability to inspire and bring out the best in his men.
Since the transformational leadership model is the most popular, the traditional view of male-dominated leadership is not accurate because of natural female tendencies that support the transformational approach. The characteristics that construct the transformational style can also be used to describe feminism. Key to this approach is the nurturing and support provided to followers where women have been found to apply an interactive style that is close transformational leadership (Aldoory, & Toth, 2004). Studies have found that while women are stereotypically portrayed as less effective leaders, they have a natural predisposition to display transformational or charismatic leadership than men which some can argue that it gives females the advantage (Lopez-Zafra, Garcia-Retamero, & Berrios Martos, 2012). This natural ability works to enhance the self-worth of followers and the ability to energize teams or groups which is especially effective in guiding an organization through change (Aldoory, & Toth, 2004).
Transactional leaders encourage their team to achieve targets according to prewritten plans while transformational leaders Inspires people to do the unexpected and go beyond themselves to solves problems, regardless of plans (Babou, 2008). There is no right or wrong way of leadership styles. Many organizations are different in their own way. Some may require stricter rules and then you have some companies where they move more fluid and have room for improvising. It’s also depends on the chain of command and the employees to determine the appropriate leadership style.
A transformational leader helps motivate people, becomes a role model for followers, and inspires people to look beyond their self-interest and to raise follower’s interest in the project. Transformational leaders set a more challenging expectations and since they set a high expectation they achieve a higher performance. Transformational leadership starts with developing the vision, it is a view of what might happen in the future that will excite followers. A leader might develop this. The next step after developing the vision is to sell the vision.
TRANSFORMATIONAL LEADERSHIP Transformational Leadership is defined as leadership style focused on effecting revolutionary change in organizations through a commitment to the organization’s vision. (Sullivan & Decker, 2001) Transformational leaders are usually given higher position and are known for their charismatic sense and ability to develop high visions and regards in the work they do. They often give their best performances due to the low morale or self esteem Example: Steve Job, Bill Gates and Ratan Tata. As the existentialist rightly said, we always have a choice, in doing what we already have done or doing that which we have never done. Transformational leaders belong to the latter category.
Moreover, transformational leaders show to their subordinates how task should be accomplished with determination. Typically, they accept almost everything including risk to achieve certain goal and for innovation. However, this is not always good all the time. The entire organization and its operation will suffer if they always do immoral and unethical behaviors. Furthermore, generating ideas without merit is one disadvantage of transformational leadership.
It can lead to complete growth of an organisation if employees are fully motivated. Leadership behaviour can bring inspirational motivation that comprises the formation and presentation of an attractive vision and future of an organisation and the exhibition of confidence and passion. Leaders sacrifice for the benefit of the team, setting a personal good example and demonstrating high ethical principles can greatly add value to an organisation. Furthermore, leader’s behaviour that gives support, training and problems awareness to employees can make an organisation stands out from its