Traditional Leadership Styles
Even though not all organizations may benefit from transformational leadership if not in a state of change, a transactional approach has merits for clarifying roles and setting specific goals for followers. The popular leadership theory is transformational yet both transformational and transactional styles are equally selective of certain characteristics and behaviors where females tend to display a natural affiliation towards transformational. Transformational motivates and stimulates followers whereas transactional can have a negative impact that leads to demoralization of followers. Transactional leadership operates on a reward or punishment approach that thrives in a stable predictive environment. Transformational
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Bass’s extension of work by Burns takes the term ‘transforming’ and converts it to ‘transformational’ and chooses the term of influence instead of charisma to motivate and stimulate followers (Creative Commons Attribution, n.d.). Bass and Burns have both agreed that transformational leadership is the key application for organizational success (Bennett, 2009). Yet while Burns and Bass both distinguish transformational and transactional concept, Bass’s most notable idea is that a leader can exhibit both styles equally (Kuhnert, & Lewis, 1987). The idea presented by Bass is that a leader can implement both transactional and transformational leadership to create a more stable work environment (Gelard, Boroumand, & Mohammadi, …show more content…
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). Males however, tend to display a forceful, assertive, and more dominant approach that is typically suited for a transactional leader (Quader,
These changes can be seen not only in the restructure of the learning and developmental programs for leadership, but also in training and development for all employees. Approximately five years ago the company installed a leadership program specifically designed for women. Along with this training program subtle changes in leadership practices have been installed, a change to theory Y concepts. Concepts more feminine and related to softer day to day leadership skills. But even those changes are minimal, slow and at times offensive.
The followers have the least chance to question the leader, and their concern can easily be under valued. It is distinguish characteristics in the leader, which have potential to be abused. 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.
There is a clear difference between transaction, transformative and transformational leadership. Transformational leadership has the potential to satisfy the academics and the social justice to meet the complexity of diverse society and our education system by challenging inappropriate use of power in search to create equality and justice society rather than inequality and injustice, whereas transaction leadership foundations are based on a mutual agreement of exchange between leadership and other organisational members and transformational leadership focuses on improving process, organisational functions to improve effectiveness and outcomes (Gunter 2009 and Shields
For many employees it boils down to this thought: Why give extra effort for an organization going nowhere? This is a matter that moves beyond transactional leadership into the realm of transformational leadership. Transformational leadership is about a leadership style that transforms an organizational culture and inspires its people to perform better. Transformational leaders use techniques well-documented in today 's organizational behaviour literature. Moreover, transformational leaders are skilled at communicating the organization 's vision, the steps to get there and each employee 's key role for its realization.
Lastly, the authors believe that women should be more agentic and masculine qualities while serving as leaders. Men should adopt collaborative and communal style of leadership (insert citation). Both men and women should share similar personality while leading because this would create a more diverse workplace environment. I believe it is important for both genders to be able to learn and communicate with each other, because this would bolster both women and men to be more successful.
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.
How can women be strong leaders at work without being labeled as “Bossy” or viewed as less likable than their male peers? If men use authoritative voice they are seen as leaders but when women who use an authoritative voice in a work environment they’re appear to be “Bossy”. In the short essay by Deborah Tannen called “Bossy” Is More Than a Word to Women”, she gives us a look at how the boys and girls behave with the same sex gender and how this issue still occurs when they become adults. And how girls who are being “Bossy” towards other girls can cause a negative effects for them. An option could be banning the word “Bossy” but could it really solve the problem for women?
Bass & Riggio (2005, pp. 4-8) explains that transformational leaders inspire their followers to exceed their own expectations and perceived capabilities and is comprised of the four components of idealized influence, inspirational motivation, intellectual stimulation and individualised consideration. DuBrin (2016, p.163) suggest that leaders in a time of crisis need to
Transformational Approach Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used.
Transformational leadership theory states that leaders of any organization should work with their subordinates to identify needed change, create a vision to guide the change through inspiration and executing the change in tandem with committed members of the organization or a team. Transformation of the entire organization or sector and systems is a leadership task that requires an extraordinary depth and breadth of change. Despite the fact that it might be a challenging and extremely difficult task, it has been done before, and leaders who want to take this daunting task would rather proceed with some theory of what it would take to lead such transformations in an organization or the entire sector than simply muddle
“Comparison of Male and Female Leadership Styles” is a journal article by J. Brad Chapman where he makes a comparison between men and women leadership styles and also demonstrates a study that provides evidence that make female leaders compete men leadership skills. According to his studies, “although there may be a difference in leadership behaviors between male and female leaders, there are no differences in terms of style” (Chapman 649). Consequently, women can be leaders like men because each woman has the same skills that men
Transformational Leadership As described by McShane and Von Glinow (2015)
“The study of history has been a study of leaders – what they did and why they did it” (Bass, 2008: 4). New contemporary styles of leadership have emerged that arguably are more successful in the long term (Dawson & Andriopoulos, 2014). This report critically evaluates different styles of leadership to determine if a transformational style will have a more decisive effect on employee motivation and organisational culture culminating in long term prosperity of the business. Fresh perspectives to leadership are required if organisations are to be successful in times of change while at the same time increasing employee morale (Conger, 1999). Studies done by Burns (1978) differentiates between transactional leaders and transformational leaders.
Introduction The focus of this written paper is to introduce a successful business person in the world and analyze the person's unique events or stories with an appropriate organizational behavior theory. We would like to explain in detail with applications and discussions of how the chosen leader has demonstrated the critical criteria of a certain theory. Richard Branson, who is the founder of the Virgin Limited is seen by us as a famous leader in the business sector. His open-minded leadership style has fully demonstrated the transformational leadership theory. Bernard Bass (1985) stated that transformational leaders care about the development of followers, improve the organization through inspiration and stimulation and engage in the betterment
Different scholars identified various kinds of leadership styles that affect the job performance, satisfaction and learning and development of subordinates. Warrick, D.D (1981) cited that there are no doubt variables other than a leader’s style that affect employee performance and development but leadership style plays a significant role and not to be underestimated. An awareness of leadership styles and their consequences are very important because it may either facilitate or inhabit skill development. The major theories on leadership are the traits, leadership styles and contingency theories.