Structural framework is one of the four framework approaches identified by Bolman & Deal. The structural framework focuses on organization’s goals, structure, roles, technology and relationships. It holds that organizations exist to achieve goals, rational approach makes things work best, assigning roles using specialization is most effective and problems arise because of poor structure. Structural leaders focus on structure, strategy, environment, implementation, experimentation, and adaptation for being effective (Bolman & Deal, 1997). Structural framework is implemented by leaders who make change, focusing on structural elements within the organization. The leader focuses on goals, specialized roles, relationship, and hierarchies, along …show more content…
Transformational leadership is a style of leadership that transforms followers to rise above their self-interests by altering their morale, ideals, interests, and values. Transformational leadership, the style of leadership that transforms followers to rise above their self-interest by altering their morale, ideals, interests, and values motivating them to perform better than expected, the leader will be able to successfully and effectively lead an organization (Pieterse, Van Knippenberg, Schippers, M. & Stam, 2010). Transactional leadership is based on the exchange relationship in which leaders make clear what is expected of the followers (Pieterse, Van Knippenberg, Schippers, & Stam, 2010). Transactional leadership offers exchange of one thing for another so that both sides can benefit. According to Bolman and Deal, transactional leaders approach their followers offering to exchange one thing for another. Transactional leadership is used to create incremental change. With the information provided on transformational and transactional leadership styles transactional leadership style more closely parallels the structural framework than transformational …show more content…
The job of managers and leaders is to focus on task, facts, and logic, not personality and emotions. A transactional leader aims to generate desired performance from the team by motivating them directly. Employees are rewarded for behaving in the expected manner, and punished when they deviate from roles, and policies. The relationship between the employee and the leader is transactional. By rewarding employees an organization is able to accomplish quality goals, and the ones who do not meet the standards are punished (Laohavichien, Fredendall, & Cantrell
There are four more attributes added to the transactional leadership theory and forms the transformational theory. Basically, it is the process where the leader and follower raises their hand for each other towards a greater benefit (Dems, 2015). This type of leadership style is very energetic, enthusiastic and passionate and it’s not confined in a hierarchical relation. Here leader exposed the clear goal to the follower and having a high expectation. But he never forgets about his follower to help them, encourage the. Leader shares his opinion and welcome every input from group members (Transformational Leadership, 2015) . The four qualities are intellectual stimulation to followers to explore new ideas. Considering each individual despite only group or team. Inspirational motivation for creating an inspiring vision to the group which is really achievable. Most important thing the behavior of transformational leader is being a role model to follow (Dawes,
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
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
Borkowski (2015) distinguished between transactional leadership and transformational leadership by explaining that: transactional leadership is directed toward task accomplishment and the maintenance of good relations between the leader and subordinates throw consideration of performance and reward. And, Transformational leadership, contrasting transactional leadership, is directed toward the influence and management of institutional change and innovation through revitalization and
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).
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
In the history of our world, we have seen so much change, our civilization has always been on the process of changing, on the process of getting better. All these movements whether good or bad were all involved with great leadership. From the start of the Christian movement, we saw Jesus who was able to inspire fishermen to one-day die for their faith in Him; Rosa Park’s action was able to inspire the whole country to take action against racial segregation; Gandhi’s civil disobedient movement was able to force the United Kingdom to grant India their independence. All of them had many things in common, they were all willing to be radical in their own time, Jesus preached a very different message, Rosa Park ignored the social norm and fought
Transformational leadership is an extension of transactional leadership. Organization should maintain base of transactional leadership while moving their organizational culture towards one of Transformational qualities.
This method implies that leaders and follower have combine motives that can be beneficial to both parties. When theses task are assigned, there is a designed reward or punishment for the followers. This method of leadership can also be associated with managing in a sense. Transactional leadership in a sense is like management in that it does not look to inspire or promote change, it is in fact more about ensuring a particular process, and procedure meets the desired results.
The transactional theory is another form of leadership development approach. It states that effectiveness in leadership depends on the leader focusing on the exchange between them and the followers, such as rewards and punishments (Baker,
Based on Burns (1978) there are two types of basic leadership styles, transformational and transactional. Transactional leaders are in contact with an individual for an exchange that will occur between them while transformational leaders motivate and connect with their followers
The transaction leader differs approach differs from the transformational leader. In general it is motivated by a change taking place. According to McLaurin and Almiri, transactional leadership is a bargaining exchange process between the leader and the follower, lead to the expected or planned outcomes, focus on maintaining the status quo, does not consider the needs of the followers on an individual basis, and the flow of power is more stable than the transformational leader.
Initially, transactional and transformational leadership are different in terms of implementation and its outcomes. However, transformational leadership was developed from transactional leadership (Downton, 1973). Bass (1985) defined transactional leadership as an exchange activity that leaders execute to motivate subordinates in order to achieve their tasks by giving out reward or punishment correspond with their performance. Additionally, active and passive management by exception are taken into account when it comes to misconception and faults. Bass (1985) stated that transformational leadership emphasizes the value of subordinates, encourages them to perform extra effort, and assures their comprehension on organization’s goals and objectives. Besides, idealised influence, inspirational motivation, intellectual stimulatio...
The old system of management has undergone many changes within the last century. An employee once performed the assigned job duties during the allotted hours and then went home. Now employees are encouraged to grow, give input, and to contribute for the good of the organization. There is a plethora of information for leaders to learn why and how to grow personally thus allowing the organization to grow as well. This new emerging leader is a transformational leader.