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Relationship between transactional and transformation leadership styles
Critique of transformational leadership style
Reflection on transformational leadership style
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This section reviews and compares transactional, transformational, servant, ethical, and spiritual leadership to identify differences and overlaps in leadership styles. Jamaludin et al. (2011) conducted a study with political workers to determine if transactional, transformational, and spiritual leadership attributes overlapped, and the findings proved the three leadership styles did not overlap and were distinct. The primary differences were transactional leadership is associated with economic stability, transformational leadership is linked to self-actualization, and spiritual leadership extends beyond self-actualization (Jamaludin et al., 2011). Transactional leadership targets a relationship exchange of expected behavior and performance based on rewards or extrinsic motivation. Transformational leadership inspires followers to excel through creating a trusting, respectful, and self-actualizing workplace. Spiritual leadership motivates followers through intrinsic motivation such as meaning and purpose, and going beyond self. The difference between transformational and spiritual leadership is spiritual leadership requires leader and follower to band together, fostering a spiritual survival relationship and consciousness, translating to higher commitment and performance levels, and employee satisfaction and well-being (Jamaludin et al., 2011). Money is not always the answer to motivation issues. Usman and Danish (2010) communicated spirituality has been attributed to increasing organizational performance. The authors studied the relationship between spirituality and job satisfaction in Pakistan’s banking industry. The article defines organizational spirituality as an intangible resource generating benefits such as build... ... middle of paper ... ...Business and Management, 5(3). 185-193. Retrieved from http://search.proquest.com.ezproxy.brenau.edu:2048/ docview/821544137/142FA1988977A96D0D1/11?accountid=0708# Young, M. E., Roach, L., Hagedorn, w. B. (2009). Assessment of spirituality and meaning in research and clinical settings. American Counseling Association, Retrieved from http://pegasus.cc.ucf.edu/~drbryce/ACA_2009_Spirituality_ and_Meaning_Handouts.pdf Yew, L. K. (2013). Once China catches up-What then? Forbes Magazine. Retrieved from http://www.forbes.com/sites/currentevents/2013/09/17/once-china-catches-up- what-then Yusof, J. M., & Tahir, I. M. (2011). Spiritual leadership and job satisfaction: A proposed conceptual framework. Information Management and Business Review, 2(6), 239-245. Retrieved from http://search.proquest.com.proxy1.ncu.edu/docview/876586010?accountid=28180
Transformational leadership focuses on increasing employee motivation and engagement and attempts to link employees' sense of self with organizational values. This leadership style emphasizes leading by example, so followers can identify with the leader's vision and values.
At the base of our management pyramid in this chapter, our being and becoming consists of being aware of the organization’s values and a commitment to those values. If a strategic manager upholds their religious values, they will view competition differently than the average leader. There is never a perfectly right answer for a manager during the strategic planning process, each decision being made requires the analyzation of trade-offs beforehand. Christian managers’ face many trade-offs: following God’s plan or not, making the most money, upholding the company values, etc. These can be tricky questions for anyone to answer, but a good
One of the qualities I have come to love about leadership because leadership is not defined it continuous to grow and develop with contemporary ideas. Ethical leadership or an ethical leader as defined by Ciulla (2005) as “someone who does the right thing, the right way, and for the right reasons” is being identified as higher form of leadership. Bass & Steidlmeier (1999) referred to three pillars of ethical leadership 1) the moral character of the leader; 2) the ethical legitimacy of the values embedded in the leaders vision, articulation and program which followers either embrace or reject, and 3) the morality of the process of social ethical choice and action that leaders and followers engage in and collectively pursue. Jackson & Parry (2011) Similarly, noted the three levels of authenticity as part of Authentic leadership theory as 1) an induvial personal authenticity; b) a leaders authenticity as a leader and c) authentic leadership and was defined by Kernis 2003 as “full awareness and acceptance of self, an unbiased processing of self-relevant information, action consistent with the true self and a relational orientation that values openness and truth in close personal relationships.”. Whereby Spiritual leadership relates to Self-actualisation, self-awareness, authenticity, the management of meaning, emotion and passion, intrinsic motivation, wisdom,
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
Satterlee, A. (2013). Organizational Management & Leadership A Christian Perspective. (2nd ed.). Raleigh: Synergistics International Inc.
Satterlee Anita. (2013), Organizational Management and Leadership: A Christian Perspective. 2Ed. Synergistics International Inc. Raleigh, NC
The way person leads a group of people or an organization is key to a successful business or outreach. There are many styles and techniques for a leader to implement. Christian leaders are no exception; some might say being a leader in a church organization can be a more scrutinizing position than other leaders. Since, a church leader has expectations on how they should act or conduct themselves because of the Christian faith. This paper will discuss an interview with a person in leadership brother Larry and will give an account of his leadership approach. Furthermore, what strengths and weaknesses are prevalent according to authors Kouzes and Posner and the model they have in their book, Christian Reflections on The Leadership Challenge.
There is a relationship between spiritual gifts, talents, and training for leadership. It is imperative to know what each one means and that will give one a better understanding of how the 3 relate to each other. Leadership is very demanding and many leaders have not been properly trained for the position they occupy. Because Christians have been put into a position without training, many people lead others without having any hands-on knowledge. The best type of leadership is servant leadership.
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...
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...
Bakewell, Ken. "A Christian Approach to Management and Work." n.d. librarianscf. 30 March 2011 .
Spiritual leadership has not been widely accepted by leaders because of the religious implications, according to Yusof and Tahir (2011). Additionally, theorists and practitioners do not agree on one definition, adding to many versions of the term spirituality (Fukui et al., 2010). Furthermore, terms such as workplace spirituality, spirituality, spiritual leadership, and organizational spirituality are used interchangeably, creating inconsistency and confusion. Others claim workplace spirituali...
(2014), using 120 organizational leaders to study transformational and transactional leadership and the mastery and performance goals. The study inquired about the accomplished goals of supporters is determinable from leadership styles that they apply. As prior studies have shown, transactional leadership is when a leader takes an initiative to connect with followers to exchange things of value to both of them (Wren, 1995). This process of change can be anything from goods and services to psychological interface. “Transformational leadership involves engagement between leaders and followers which elevates their levels of morality and motivation” (Wren, 1995). Essential one should keep in mind that transformational leadership is not a discussion of recognizing the changes of transactional leadership; additionally, transformational leadership gives the suggested models similar situations to consider for
In conclusion, transactional and transformational leadership can be merged or used individually depending on various circumstances. However, they are partially correlated. In order to make the best use and get the desirable results out of these principles, leaders should attain a deep understanding of each theory as they are dissimilar in conducting. Moreover, an appropriate balance should be considered if leaders aim to integrate them together. In my point of view, either stand alone or combination usage would benefit to any organizations if the application of leaders was taken in proper situations.
Leadership is an awesome responsibility, and regardless of where leadership occurs, followers want leadership that is trustworthy, inspiring, consequential, and most importantly, effective. Thus, effective leadership is often weighed in theory and common indicators such as the impact on a team or process, follower attitudes and perceptions, and even career longevity (Yukl, 2010). Furthermore, leadership effectiveness may also be determined by the leader’s title, position, skills, traits, and moral behaviors (Carolina College of Biblical Studies [CCBS], n.d.). Often overlooked in all these things are God’s purpose for leadership, and the call for the leader to remain obedient to God while leading (CCBS, n.d.). Since mankind is sinful by