Four Dimensions Of Transactional Leadership

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Transactional leadership. Transactional leadership is described as managerial leadership because it emphasizes the supervisory role, as well as the organization and group’s performance (Odumeru & Ifeanyi, 2013). Transactional leadership is also described as an exchange of the leader’s interest and followers’ expectations involving commitment, respect, and trust (Paracha, Qamar, Mirza, Hassan, & Waqas, 2012). Transactional leadership has been defined as a leader creating clear structures and rewards employees will receive for following orders (Ruggieri & Scaffidi Abbate, 2013). Transactional leadership, however, was described as persuading and influencing followers by setting targets and promising rewards for preferred performance (Stoffers & Mordant-Dols, 2015).
Transactional leadership, therefore, encourages specific performance and behaviors by making rewards contingent on delivering as per the
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Charm or guidance means exhibiting behavior that causes followers to identify, admire, and trust (Odumeru & Ideanyi, 2013; Stoffers & Mordant-Dols, 2015). Inspirational motivation is the level to which a leader articulates a clear vision that inspires, captivates, and appeals to followers concerning future goals (Odumeru & Ideanyi, 2013; Stoffers & Mordant-Dols, 2015). Intellectual stimulation means leaders challenge assumptions and stimulate or encourage employee innovation (Stoffers & Mordant-Dols, 2015). Followers receive a framework to connect to the leader, organization, and colleagues and goals to creatively overcome challenges (Stoffers & Mordant-Dols, 2015). Lastly, personal and individual attention refers to is the way in which a leader mentors or coaches a follower, appreciating the contribution given by providing support, advice, and encouragement (Odumeru & Ideanyi, 2013; Stoffers & Mordant-Dols,
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