Transactional Leadership: A Case Study

Leaders do more than delegate, dictate, and direct. Leaders help others achieve their highest potential (ANA, 2015). There are several different types of nursing leadership styles such as Servant Leadership, Transformational leadership, Authoritarian or Autocratic Leadership, Laissez-faire Leadership, and etc. Each leadership type highlights a different area and approach into nursing leadership. In the 1970’s, Robert Greenleaf created this term, Servant Leadership, to describe leaders who influence and motivate others by building relationships and developing the skills of individual team members. (AANAC, 2014). Transformational leadership also involves building relationships and communicating and giving encouragement and praise. Laissez-faire

According to Organizational Management and Leadership: A Christian Perspective by Anita Saterlee, research done by J.M Burns indicated that transactional leaders lead by understanding the underlying principles of management and then applying those principles in the workplace. Transactional Leaders will guide followers to achieve organizational goals, guide and motivate their followers in the direction of established goals by clarifying roles and task requirements, and define the purpose of the organizations’ existence to followers and then provide them with the plans and means to attain goals (2013, p. 5)

In this article , I would like to compare and discuss the three types of leadership transactional leadership, transformational leadership and authentic leadership

In this reflection, I am going to use the Gibbs (1988) Reflective Cycle to describe an interaction I had with a co-worker when I was working at a private outpatient clinic. I had a challenging interaction which I would classify as horizontal bullying. Horizontal bullying refers to a demand by a nurse towards a co-worker, causing her to feel disregarded and denied of her basic human rights (Granstra, 2015). This reflection shows how horizontal bullying would affect the patient safety (Purpora & Blegen, 2012).

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. Bass (1985) reasons that transformational leadership comprises of four factors: idealized influence, inspirational motivation, intellectual stimulation, and individual consideration.

Transactional Leadership is based on the principles of the social exchange theory, in which an individual would expect to give and receive benefits or rewards when engaging in a social interaction (Sullivan, 2012). The interaction will cease if one or both person decides that the exchange of benefits and rewards are no longer worthwhile. Transactional Leadership theory also focus on the task that need to be carried out and makes sure they are done the right way as compared to Transformational Leadership theory which focus on staff empowerment (Marquis and Huston, 2015).

President Kennedy’s moon speech at Rice University came at a time of high uncertainty regarding technology and the threat of war. Kennedy’s emotive speech aimed to lift and inspire those who feared the worst and to encourage the population to grow and achieve their greatest potential. The ‘moon speech’ will be analysed by uncovering key components of the speech that created a lasting impression on the authors of this report. It is important to firstly explore and identify the traits and attributes of leadership exhibited by President Kennedy in this speech. Additionally, a discussion amongst group members will be necessary to ascertain how and why this speech was inspiring, and whether this speech could be considered as the greatest speech

The trait theory of leadership was first discovered in mid 1800s. It is closely tied to the great man theory whereby leaders are thought to be born and only those who were born with correct traits and quality are suited to leadership (Lee, 2014). It is a line of research which examine which characteristics we should pursue to lead effectively. The most common traits to leaders are intelligence, determination, integrity, self-confidence and sociability. However, different study shows that there are other traits such as knowledge, responsibility, emotional control, courage and trustworthiness to be linked to effective leaders. Not only that, it is seen as a benchmark for what to be expected in a leader.

Both leadership styles – transactional and transformational – are used in the movie from time to time. As stated in definition of these two, they both are useful and necessary to manage a successfully organization at every level. While transactional leaders build stability and strong culture, transformational leaders strive for further development and with more long-term strategic approach

The success of any organization in the current competitive world is directly linked to how well and consistently the organization performs, and the style of leadership plays a significant role in this performance (Ojokuku, Odetayo & Sajuyigbe, 2012). With this perspective, leadership can be defined as the capability of an individual to persuade and inspire others so that they contribute towards effectiveness and success of the organization (Yukl & Becker, 2006). Various leadership styles and their influence on organizational success have been advanced and studied (Nanjundeswaraswamy & Swamy, 2014). One such style is the transformational leadership style, which according to Givens (2008), acts as a driving force for organizational performance and innovation. Besides, he adds, transformational leadership enhances employee job satisfaction as the transformational leader interacts with subordinates to motivate them to achieve maximum output in their work responsibilities (Jalal, Khawaja, Kamariah, Fosa, Muhd & Ahmad, 2012).

Transformation forms a very important part of an effective leadership style. Previous studies have given affirmative evidence about transformational leadership behaviors. Transformational leadership is essential and valuable in times of crisis and shifts and when organizations are in search of new organizations. Transformational leadership is an important approach when transformations in organizations and societies are taking place. Moreover, it plays an important role while facing challenges and accomplishing leadership tasks.

Transformational leaders stimulate and inspire their followers to attain remarkable results (Robbins and Coulter, 2007). Transformational leaders listen to the followers concerns and developmental needs (Odumeru & Ifeanyi, 2013). On the contrary, transactional leaders concentrates more on the supervision role, organisation, and on the functioning of the group (Odomeru & Ifeanyi, 2013). Moreover, Odumeru & Ifeanyi (2013) continued to argue that in contrast to transformational leader, transactional leaders do not try to alter the future, but just want to maintain the things as they are. In opposition to transformational leadership, transactional leadership penalise poor

Humble Surgical hospital is a state of the art multi-specialty, physician-owned surgical hospital offering state-of-the-art equipment and a variety of surgical procedures. It is a highly qualified and experienced team of physicians, nurses and medical personnel aims to ensure that patients receive excellent surgical services in a warm, caring, and friendly environment.

C., Sit, E. N., & Lau, W. M. (2014). Conflict management styles, emotional intelligence and implicit theories of personality of nursing students: A cross-sectional study. Nurse education today, 34(6), 934-939.

Organizational change is the process in which an organization changes its structure, culture, technologies, strategies or operational methods to affect change within the organization and the effects of these changes towards the organization. Organizational change can either be continuous or only a period of time. Small organization must adapt to survive against the bigger competitors. Organizations must look for new ways to do things more efficiently and cost efficient in order to step up their game and be ahead of their competitors. One of the barriers of change in an organization include lack of employee involvement. Employees always have a fear towards change and even the most loyal employees will resist the change. The biggest mistake some