Transformational Leadership: 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. Transformational leaders want individuals to make a positive change in their lives and try to help people apply a positive change on a daily basis. The leaders do this by implementing individual considerations which, according to Kendrick (2011), “treats each follower as a unique contributor and provides coaching, mentoring, feedback and growth opportunities.” This makes such an impact on people because each individual is getting different mentoring, feedback, and growth opportunities due to their unique personality. It is very important for each person to have this because everyone has a different learning ability and motivation. This helps each individual with their own distinctive endeavor. Transformational leaders want everyone to find their personal meaning in life because it will help each individual to seek a job that is meant for them. According to Ghadi, Fernando, and Caputi (2013), “individuals seek to experience meaningful work that maximizes their sense of motivation… established the interconnection of meaningful work and personal motivation, and found that meaningful work-maximizes the possibility of intrinsic motivation.” Once an employee finds a job that is meaningful to them, it helps t... ... middle of paper ... ...58508?accountid=12085 Kenis, I. (2001) Leadership Behavior, Subordinate Personality, and Satisfaction with Supervision. http://web.a.ebscohost.com.ezproxy.liberty.edu:2048/ehost/pdfviewer/pdfviewer?vid=3&sid=330ef7f6-a2db-478a-bb1e-68945bd5801e%40sessionmgr4003&hid=4204 McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY. Merriam-Webster's collegiate dictionary (11th ed.). (2008). Springfield, MA: Merriam-Webster Perrin, C. (2010). LEADER VS. MANAGER: WHAT'S THE DISTINCTION? The Catalyst, 39(2), 6-8. Retrieved from http://search.proquest.com/docview/610477001?accountid=12085Stevenson, W. J., (2012), Operations Management (11th ed). New York, N.Y.: McGraw-Hill. The Holy Bible (NKJV) Worth, Michael J. Nonprofit Management: Principles and Practice. 3rd Ed. Copyright 2014 by SAGE Publications, Inc.
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.
This model has been used over decades in research to chime in on the importance of knowing the behavior of leader’s and their effect on those who work for them. According to Brymer and Gray (2006), effective transformational leadership ensures a supportive culture and does not require boundaries and guidance. The concept of transformational leadership was created to bring together leaders and those who work for them, which in turn impact those in whom they serve because their personality is viewed in a positive
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
According to (Burns), “transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation." the strength of the vision, transformational leaders are get followers to get their expectations, and motivations to work and achive their goals.
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).
People may wonder how this relates to transformational leadership. A leader that follows this theory is compassionate and caring towards the staff. An employee can’t love their job if they are fearful of their employer, or if they don’t agree with them. Here is where that quote comes into play. A person might love their career path, but that doesn’t mean they love their job. To be enjoyable, a job must have a happy work environment, and that includes a great and encouraging leader. Transformational leaders have high moral standards and values, and provide a vision and mission to their followers, thus followers have respect and admiration for their leader (Mittal & Dhar, 2015). If an employee feels that their leader cares about them, and wants the best for them, then that employee will enjoy going to work. If they enjoy going to work, then it won’t feel like their working, but instead will feel like they are doing what they love to do. This will allow the employee to go far beyond the normal expectations required of
Transformational leadership, as detailed in Course 15, is a concept centered molding Airman around you, from subordinates, to peers and benefiting all of those in the chain of command even those above you. One specific tenet of Transformational leadership that I find inspiring and critically important to a developing leader is Inspirational Motivation, or Charming.
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
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.
In summary, transformational leaders through their behaviors of compassion and selflessness encourage followers to emulate them. Through persuasive communication and confidence building, leaders advocate the adoption of new values and endorse the goals of organizational to their followers. Accepting of change, they focus upon coaching, communication, and mentoring to promote organizational success. Leaders challenge the process by encouraging others to challenge themselves to a higher performance. They create an open environment in which followers can create and innovate to meet the increasing challenges of tomorrow. Transformation leadership provides a model for impacting employee empowerment, developing an innovative culture and fostering organizational success in the ever-changing healthcare arena
She seeks the best in each and everyone person she meets. Helping people reach his or her full potential as God created him and her to become is this transformational leader’s goal in life. She knows that to become the one of the best leaders, she has to remain committed to renew learning daily, seek mentorship, and be flexible to change (Kouzes & Posner, 2012, p. 334). Self-development and honest evaluation assists her in personal growth. Kouzes and Posner (2012) continue, “No matter how good you are, you have to always want to be
James MacGregor Burns has defined leadership as “leaders inducing the followers to act for certain goals that represent the values and the motivations – the wants and needs, the aspirations and expectations – of both leaders and followers” (Burns 1978. p.19.)
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
While working in a group if you have ever noticed a situation where a person or an individual emerges as a leader and inspires others with his clear vision of the goals and with his passion towards work and due to which his/her team members feel a boost in their motivation than this person can be termed as a transformational leader. The business dictionary defines transformational leadership as a form of leadership style in which the leader recognizes the desired change and then crafts a vision to steer the change using inspiration, and carries out that change with the dedication and fidelity of the members of the group. The transformational leader arouses a positive change in his disciple as not only he himself is generally vigorous, passionate, and fanatical but also because he inculcates these qualities in his followers. These leaders are not only paying attention on their goals but are also very much concerned in helping each and every member of the group for ensuring his/her individual success.
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 ...