Transformational Leadership Style Analysis

Leadership covers a wide range of strengths and weaknesses, stemming from different traits and characteristics to form several well-known types of leadership. These included laissez-faire leadership, transactional leadership, autocratic leadership, democratic leadership, and most importantly transformational leadership (Ebadifard Azar & Sarabi Asiabar, 2015). How a leader uses each of these styles will impact the effectiveness of roles, identification, analyzation of the situation, the environment, and the followers depending upon the leader’s role in the corresponding situation (Ebadifard Azar & Sarabi Asiabar, 2015). From examining this it is clear the best style for me under my future career in the healthcare system would be transformational

This however comes under much scrutiny and debate on how to engage and requisite skills, abilities, and styles of leaders who are capable of leading public health in the future (Carlton et al., 2015). This has created a preference or requirement among organizations for transformational leadership, as it is often connected to improved quality, employee satisfaction, increased productivity, efficacy, charisma, and vision (Carlton et al., 2015). Transformational leadership styles have also been highly correlated with better leadership outcomes, proving it as a more effective and consistent style within the health care system (Carlton et al., 2015). However it is important to mention that while transformational leadership enables leaders in public health to engage communities in efforts to improve population health, many other leadership qualities such as those that support general and regular organization tasks and responsibilities must not be overlooked (Carlton et al.,

In addition, this can proved by a study of leadership in Oxford House, finding that transformational and transactional styles of leadership were both positively correlated to each other, demonstrating that both are effective when used together (Komer, Jason, Harvey, & Olson, 2015). Traits, attributes, and behaviors of transactional leadership are based on the leader’s ability to motivate followers, while providing an appealing vision, stimulating challenges, and being an inspiring role model (Dóci, Stouten, & Hofmans, 2015). These also include behaviors such as being proactive, innovating, risk-taking, challenging others, and shaping meaning and creating purpose (Dóci et al., 2015). It was also found that transformational leaders transfer their enthusiasm and high power to their followers through active modelling, increasing the power as a component of work engagement in others (Hayati, Charkhabi, & Naami,