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Essays on transformational leadership
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The use of transformational leadership throughout the study provided me with an effective source of leadership that allowed me the opportunity to lead a group of individuals through a structured work process, where I could evaluate their accomplishments and also, evaluate my own leadership effectiveness as I progressed through this assignment. “Several studies have documented important connections between transformational leadership and organizational operation. Transformational leadership has been linked to an array of outcomes, such as employee commitment to the organization and job satisfaction and satisfaction with a leader” (Roger Givens, 2008).
Jess Collins (2014) states “Transformational leadership has been extensively researched and is widely believed to be the most effective leadership style. Transformational leaders motivate and inspire others to achieve their best. Moreover, I knew that
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The member that were a part of the conundrum stated that their importance made a difference in how much effort they put forth throughout this leadership project. I believe that the transformational leadership style along with open communication, helped to great an environment where the members felt that their efforts were appreciated.
Furthermore, I learned that creating an environment where employee can development is crucial to the long-term success of any organization. Moreover, this project taught me that employees must supported by the leadership of the organization and provided the necessary resources to develop their abilities. Leah Richards (Chron) stated: “Employee development involves providing employees with the information, tools, training, resources and support needed to learn and grow on the job. Effective employee development benefits the employee, the department, the manager and, ultimately, the company as a whole”.
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). This theory, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
Leadership style is a behavioral model that leaders use it to interact with followers. Leadership is a combination of providing direction, making decision, motivating sub-workers and achieving goals (Fertman & Liden 1999). Furthermore, Chemers (2007) asserted that leadership is the executive of organizational intelligence in which leadership effectiveness is linked to organizational performance. In addition, Obiwuru et al (2011) stated that the leadership styles are predictor to leadership effectiveness whereby leadership style in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization. In this paper, we will concentrate on three leadership
Transformational leadership can be defined as causing a change in individual and social system. Besides, transformational leaders usually connect follower’s aspirational with the organizational goal and persuade the followers to achieve the organizational goals to satisfy themselves (Tauber, 2012).
Theory of transformational leadership is founded on the notion that conditions of injustice spark the need for social change (Bass, 1996). Transformational leadership is characterized by behaviors that are geared toward relational aspects of the organization (Goodnow & Wayman, 2009). Transformational leaders intrinsically motivate followers to function as a collective to achieve a common aim (Bass, 1996). This model of transformational leadership provides a set of leadership practices that are linked to the key elements of Burns’s theory and builds on the work of Bass and Avolio. In his work he elaborated the difference between the uses of transactional leadership compared to transformational leadership. Leadership styles can be used
The transformational leadership theory was deemed an appealing based on individual beliefs regarding employee-leader relationships. With a focus on communication and motivation, transformational leaders promote positive change within
A transformational leader must have a deep set of internal values and ideas and must be persuasive at motivating followers to act in a way that sustains the greater good rather than their own interests (Doody & Doody, 2012). Transformational leaders create an atmosphere that promotes risk taking and allows the boundaries of thinking and doing to be extended. This generates an atmosphere full of energy, creativity, and innovation while assuring that supportive environments of shared responsibility are created (Doody & Doody, 2012). Transformational leadership has been viewed as the most effective model of leadership because, while it recognizes the importance of rewards, it goes further by satisfying the higher needs of the follower by engaging individuals emotionally and intellectually (Doody & Doody,
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...
Transformational leaders can create a consensual sharing of meaning (McKnight, 2013) that may be a catalyst for higher levels of commitment and performance. Transformational leaders will loosen authority, delegate and motivate team performance. Dionne et al. (as cited in McKnight, 2013), suggest that transformational leadership is directly linked to team commitment. Transformational leaders can quickly navigate through conflict, keep teams on task, and keep focus of the organizations vision. Transformational leaders can create a culture that is inclusionary and encourages team decision making and behavioral control. It is through this teamwork that sustainable and appreciative change can occur throughout the
While trait, situational, functional, relational and charismatic leadership were all included in this comprehensive review of leadership theories, transformational leadership received the greatest attention. Transformational leadership goes beyond the achievement of organizational goals. It seeks to empower followers so that they become leaders, and inspiring leaders to make them moral leaders of change. As such, leaders empower through creativity, interaction with ...
(2014) “The vision of the leader is one that aims to achieve moral good, and the core values of integrity, trust, and morality are central and ethical leader inspires others to behave in ethical ways, and they affect change toward moral goal” (p. 2). Transformational leadership is enabling others to follow, challenging the process, and inspiring shared vision. Transformational leaders help others to envision situations in a different manner. According to Burns (1978), leaders changed their behavior depending on the situation and maintained that different situation required different styles of leadership. Transformational leadership style is consultative, collaborative, and consensus. “Transformational leadership occurs when one or more persons engage with others that leaders and followers raise one another to a higher level of motivation and morality” (Wren, 1995, p.
Bass and Avolio (1990) identified four dimensions of transformational leadership: the first one being idealized influence: hence the degree of inspirational behaviour that causes subordinates to identify with the leader. Secondly, inspirational motivation that encompasses the degree of inspiration subordinates gain from their leader’s vision. Thirdly, intellectual stimulation is the degree to which a leader encourages followers’ creativity. The last dimension, individualized consideration, describes the degree to which the leader coaches and listens to the subordinate. Bass (1985) claimed that transformational leaders are more effective than transactional leadership, as it increases followers’ confidence and causes higher motivation and higher organizational performance accordingly. The positive relation between transformational leadership and OCB has been supported empirically (Podsakoff, MacKenzie, Moorman, &
In Allen, Smith, & Da-Silva et.al. S described successful organizational change with transformational leadership style. Both proffered that a transformational leader doesn’t require being charismatic. However, be assertive, and ready for an organizational creativity, (2013, P. 24 & 25). In Gamble & Gamble et al. both transformational credit leadership as a role model for change, because as a transformational leader, you embark on influencing follower to try new thing, (2013,
According to Conger (1992), leadership means the action of influencing the subordinates to achieve the desire goals. Leaders are often described as people who have power or authority in the organisation. Power can be derived from several sources and divided into different categories and such as legitimate power which is the power that a leader can obtain as a result of the position that he is holding (Lunenberg, 2012). However, leadership is not all about the position or the authority that the leader has. Kloppenborg (2015) stated that a good leader is someone who has the ability to influence and maintain a good relationship with his followers by developing empathy and trust, and inspiring people that they are leading without controlling or forcing other people to complete the task, as well as knowing the strength of the leader himself and the strengths of his team members.