The leader would need to focus on the development of a plan that allows followers to view the future and create excitement. The leader will have some followers who will buy into the vision immediately, while others will take longer to follow. The effort will cause a transformation within the organization. The leader will continue to find ways to continue in the intended direction. The leader will need to remain visible and continue to lead the effort, while achieving progress and monitoring their followers’ commitment.
Transformational leaders encourage follower to go beyond their own interest, do more than it’s required and attain the unexpected goals. They are proactive by nature and focuses on social values and always there in time of stress and change (B.M B. , 1999) (B.M B. , 1985). They are models of integrity and don’t deal with biasness, set clear goals, have high expectations, provide support and recognition, blend the emotions and passions of (Pierce & Newstorm, 2008) (B.M B. , 1985)). Transformational leadership is comprised of five elements which are idealized influence (attribute and behavior), inspirational motivation, intellectual stimulation, and individualized consideration. Idealized influence defines the degree in which leaders are observed as an inspiring role model.
Leader plays an important role in delivering the responsibility rather than the focused on the authority and command when dealing with the employees. Leaders attitudes, behaviors, characteristics and skills might contribute to the good leadership style in the organization as mention by( Abd Rahman et al , 2013). The leaders should have the capability to operate with integrity, honest, efficiently and communicate clearly with the employee to make sure both side achieving the goal and objective of the company, (Mosadeghrad, 2003). Effective and efficient leadership style might contribute to the success in completing task given, leadership style leads to employee satisfaction and it is a good indication to prove that a better style might lead
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.
Organisation’s tend to have a problem in choosing a leadership style, one of the main issues in dealing with the success of organisations. To achieve the organisation’s goal, the leader in the business should have employees satisfied for this strategic goal to be achievable. This essay would critically evaluate with various leadership styles and examples of deployed by leaders that transformational leadership impacts positively on the motivation and organisation culture and thereby influences the success of the business in which they are in. The first style that would be examined is Autocratic and a suitable example to demonstrate this is U.S. Gen. George C. Patton, one of the most brilliant soldiers in America’s history. Autocratic Leadership
Twenty-first century researchers believe that leaders need to focus on talent acquisition, creativity and innovation, and leading effective change in order to generate new products, improve services, discover unconventional revenue streams, and coach others in order to maintain a competitive advantage (Boneau & Thompson, 2013). However, for the past 30 years, the leadership styles that have been dominant in research are transactional and transformational leadership (Keskes, 2014). 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,
James McGregor Burns in his book Leadership (1978) defined transformational leadership as a process where leaders and their followers raise one another to higher levels of morality and motivation. This type of leadership is not only expected from the upper echelon but throughout all levels in the organization. Transformative leaders are expected to be creative, fearless and thoughtful and charismatic. They must have the ability to change the way an organization operates and reinforce those changes in accordance with internal and external factors that influence the employees and the organization. Former President of the United States of America, Barack Obama is a renowned transformational
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.
Rast, Hogg and Giessner (2013) suggest that the autocratic leadership styles are stronger to supervise the employee, encourage employee through the penalty or threat to achieve their goals. It will ignore the job satisfaction of their employee. 2.4 Participative leadership Participative leaders pay attention for the team, it can accept the opinions of followers easily. Participative leadership styles can efficiently enhance the atmosphere, job satisfactions and development of the team since the followers can participate the decisions. However, Participative leadership styles are difficult to make decisions in the short-term as it needs to consider many opinions (Huang, Iun, Liu & Goung, 2010).
Social Responsibilities The other qualities of a leader should be action-oriented. The duty of a leader is to encourage and raise the standard of people and always remember the tasks. On the other hand, a leader cannot do every work alone, so a leader should approach needs to help others for doing all the works. Otherwise, the responsibility of a leader is to support work environment and develop self-relationship. Take for instance, when a leader has a plan of developing a medical mission, the people should support the medical mission for the sake of all.