Transformational Leadership Theory

Abstract

The empowerment of leadership with help of transformational or transactional theories. Transformational leadership style which inspire the individual and group to perform well and motivate them from inside to achieve the goal of the organisation. It consist of four major elements like Idealized Influence, Inspirational Motivation, Individualized Consideration and Intellectual Stimulation. Whereas in transactional leadership style they don’t develop a deep relationship with their followers. Instead they think that followers are meant to do what they have been told. There will be two possible way either reward those perform well or punishment for those who don’t. Motivation of the followers will be based on the rewards. Both of the theories

It was introduced by James MacGregor Burns. A leader is said to be transformational when he or she moves his or her subordinates to receive hierarchical vision as their own, while endeavouring to elevate their qualities, concerns and development (Ejere, E. I., & Abasilim, U. D, 2013.p.31). It is a style of leadership which bring positive change in their follower. It encourage and motivate employees to enhance their skill and knowledge. Also, the theory has advanced from the components of leadership, for example, qualities, situational and value-based authority (Varol, A., & Varol, S, 2012.p.2). Transformational leader take closer look at the work of their follower and rectify their mistake with their support. Unlike transactional leader who punish their employee for mistake. Transformational leadership not only take care of individual growth but it also concern with the development of group work. Employee can fully depend on the support of their leader. Transformational develop a trust relationship with their followers and motivate them from inside to achieve the target. The idea of transformational initiative has increased wide prominence among leadership analysts amid the previous decade due to its subjectively diverse way to deal with inspiring supporters as contrasted and other leadership styles (Jung, D. I., Chow, C., & Wu, A, 2003.p.528). There are four dimensions of transformational leadership are

Charisma or Idealized influence, the leadership providing a role model for employee to follow them. The follower have respect, trust and faith for their leadership style. Idealized leaders have a tendency to impact his/her followers in light of the fact that leaders show supporters an idealistic vision without bounds so as to persuade them to trust in their own prospects. Charismatic leaders show conviction, take stands, and engage adherents on an emotional level (Judge, T. A., & Piccolo, R. F,