Components of Transformational Leadership Theory

Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration in order to achieve success.

Idealized influence includes attributes and behaviors that promote respect, trust, and admiration amongst followers. It can be defined as charismatic leadership that allows leaders to set themselves apart. Yet, this feature has been hard to quantify. In a retrospective study of 1,376 nurses, transformational leadership behaviors were evaluated to assess their correlation with organizational improvement and leadership effectiveness (Hargis, Watt, & Piotrowski, 2011, p. 58). Selflessness, honesty, courteousness, and confidence exhibited the highest correlation with employee satisfaction, low work stress, and retainment. Qualitative evaluation of the questionnaires indicated that leaders could act as role models in promoting teamwork, mutual respect, and organizational commitment to achieve success. In fact, in a recent study of nursing care at a large Belgian hospital revealed greater commitment t...

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...l achievement and delivery of high-quality compassionate care.

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