An organization can have a great image or identity worldwide at start but without a proper leader to manage the organization, it is certain that the organization is doomed to failure in the long run. According to DuBrin (2007), leadership can be defined as “the ability to inspire confidence and support among people who are needed to achieve organizational goals” (p. 2). In terms of leadership, transformational leadership is known to be the style of leadership which leads to the effectiveness of an organization. Transformational leadership is known to stimulate followers’ performance to an extraordinary level and enhance their commitment towards the effectiveness of an organization. According to Burns (1978), the different components of transformational …show more content…
According to Bass and Avolio (as cited in Bogler, Caspi & Roccas, 2013), intellectual stimulation is an element in “motivating people to think of innovative and extraordinary solutions to problems” (p. 379). Intellectual stimulation explains the degree to which extend leaders instill in the minds of their followers with creative and innovative ways of thinking. Followers are encouraged to try new approaches whereby they approach old situations in a new perspective (Bass & Riggio, 2006). The key element of intellectual stimulation is the problem solving ability of the followers. For an instance, an employee may be given a task which is challenging enough to stimulate their mind to think out of the box which is a way for the leaders to analyze the capabilities of their followers. On the other hand, leaders who acquire this aspect of transformational leadership tend to be wiser in handling every problem they encounter. According to Sarros and Santora (2001), in this particular aspect of transformational leadership, every leader and their followers indicate some form of mutual agreement when coming up with a decision using problem solving …show more content…
Idealized influence basically defines the extent to which transformational leaders act or behave in a way that causes followers to idolize them as role models (Bass & Riggio, 2006). It can also be referred as ‘charisma’ whereby charismatic leaders are known to inspire, portray a high-level of self-confidence and self-determination to their followers (Sarros & Santora, 2001). Transformational leaders inspire their followers by strongly emphasizing on the shared goals and objectives of organization and provide support and encouragement to their followers towards achieving mission. Moreover, transformational leaders who can be classified in this component acquire a high sense of self-confidence and it does not just ends there. They tend to instill this quality into their followers which motivates the followers to work competently and their ability in achieving organizational goals. Not only that, the leaders’ attributes of taking risks, taking followers’ needs into consideration and setting high standards of ethics as well as acting upon it cause them to be respected, trusted and admired (Bass & Riggio, 2006; Williams, 2013). Thus, the followers also tend to recognize their leaders and emulate their footsteps (Bass & Avolio, 1994; Bass & Riggio,
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
Leadership is a topic of great importance not only in military or organisational settings but all most in all settings which involves people. It’s a universal activity evident in humankind (Bass,1990). It is a wide and diverse field of knowledge. Leaders are individuals who help their followers or subordinates to carry out a particular task in an efficient and an effective manner. Researches on the topic of leaders and leadership have been taking place for past many decades. One of the more recent styles of leadership which has been considered to be very effective is the transformational leadership. It’s a concept explained by James McGregor Burns in 1978 who was influenced by the work of German sociologist Max Weber. The concept was then further refined and developed by Bernard.M.Bass. The whole concept of transformational leadership talks about how leaders can transform their followers into doing a task better than what is expected from them and how it can help in the betterment of the organisation and the followers. The purpose...
...rming relationships with employees was made clear by being efficient and fair to preserve and inspire their workforce. These results can be further studied in a dissertation that is duplicated in a different culture to test the consistency of its findings. Using the information from these two studies, it is clear that transformational leaders behaviors have an impact on their follower’s perception (Bacha and Walker, 2012; Cho and Dansereau, 2010).
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
...eption, and laissez-faire.” (Northouse, 2013, P, 214) The pros with the transformational approach are that it put importance on the significance of followers in the leadership procedure and how they want followers to achieve more and have increased job satisfaction. The cons with the transformational approach are the validity of the MLQ, and how effectively it determines good transformational leaders. Some researchers have also claimed that transformational leadership could be used in damaging ways and would be result in negative outcomes for companies and organizations.
Supervisors have a tendency to have too much pride in their respective work centers. The amount of experience he or she may have gives one a sense of entitlement, which can hurt when becoming an efficient leader in today’s Air Force. One of the most important roles or concepts as a leader is from the Four I’s, Intellectual Stimulation (Thinking). In Structural Maintenance, no aircraft repair or additional duty is the same and it takes “thinking outside of the box” to achieve the end goal. Using this concept is important because it gives our subordinates a chance to open their minds so that they may grow on their own experiences and become the leaders of tomorrow. It teaches them that “the way it always has been done” is not the final answer. Simply asking someone “What do you think?” can
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Intellectual stimulation encourages the leader to help the follower see problems and increase the follower’s capacity to resolve them. With this style of leadership, the follower can be creative in finding ways to get to their goal without the fear of being reprimanded if it doesn’t work right away.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
One of my current intellectual interests that fascinates me the most would be studying how our universe works and why. I am extremely engaged in this field of study because there is such a vast amount of material covering the the cosmos that it is impossible to stop learning and get bored with. Also, I greatly enjoy discovering how our universe works because it helps me grasp a better understanding of what is happening around me. I also find that this field of science is extremely vital to helping the human species avoid a mass extinction. But I believe that my deepest passion in learning as much as I possibly can about the universe relates to the fact that the atoms that comprise life on Earth are traceable to the stars and gases that make up our universe.
As a role model, the followers would be able to connect, trust and have confidence in the leader and would want to emulate them. The concept of idealized influence or charisma shows that leaders are also individuals who are “admired, respected and trusted” (Bass, Avolio, Jung & Bernson, 2003).
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...