Leadership Critique
Introduction
As leaders, we must always be up to date with what is new in the field and be open to all ideas and concepts that may arise. There are many types of leadership theories and concepts that are currently in practice. The leadership theories which interest me are transformation and transactional. One of the ways of looking at leadership approaches is to do with the type of work and the relationship between the leader and a follower. Transformation and transactional leadership styles are my favorite and relevant to my work experience depending when and where to use.
Transformational Leadership
Transformational Leadership theory is dependent on change and creating a vision to guide the change through inspiration.
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Burns (1978) derived his early theory of transformational leadership from Weber’s (1947) model of charismatic leadership and his descriptive research on political leaders. Burns (1978) also felt that transformational leaders take their followers well beyond their daily work routine so that the disciples begin to realize their potential. Transformational leaders are also assertive, seize opportunities, tolerate risks and use system thinking.
Transformational leaders don’t fear to take risks and or to calculate risks. They tend to see the overall big picture rather than the minute details surrounding the task or vision immediately. They tend to have a magnetic power that makes the staff members feel they must follow them as they are right. They inspire loyalty provided, and they succeed at it. In circumstances where they fail or come off as hypocritical, their followers may very well become cynical or disillusioned (Bass, 1985 & Riggio,
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I found transformational leadership theory and concept one of the most effective ways to achieve results or goals when it comes to a leader and follower relationship. Due to a change, inspiration, motivation and providing opportunities to widen horizons, this approach seems much more interesting and useful. This type of leadership ensures that significant, long-term goals are achieved as soon as possible in the best way while giving the followers learning opportunities that will help them grow gradually.
Transformational leaders ensure that the team is active at any given time, and they are involved and creative with innovation. That brings all together as a team not only to achieve the best results possible for the company, but also to enrich their well-being to create more productive workforce and a pleasant environment. Under this leadership, employees learn to work in a team while also being appreciated for their individual performance (Bass,
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
Transformational leaders exhibit personal and professional qualities that other want to emulate and follow. These leaders advance the mission in combative environments. Transformational leaders propel the growth of the team through communication. Finally, transformational leaders leave a legacy that instills pride, moral, and determination for future success.
“..the transformational leader articulates the vision in a clear and appealing manner, explains how to attain the vision, acts confidently and optimistically, expresses confidence in the followers, emphasizes values with symbolic actions, leads by example, and empowers followers to achieve the vision (Yukl, 2002)
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
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 is the optimal style for a leader in an organization to have due mainly to its prominent characteristics such as being influential, innovative, motivating, proactive, and having the ability to both responsibly and reasonably delegate tasks. These aspects specific to the style of transformational leadership are essential to positive organizational function, environment, and advancement because they are characteristics that all hold power and constructive properties individually. When combined they are significantly capable of producing progress, change, and a healthy organizational environment.
According to Doody & Doody (2012), transformational leadership is the most adaptive and flexible which is required importantly in 21st century. In this leaders and team members shared the same goal by sharing their ideas and by working together effectively. This is focussing and encouraging type of leadership which positively work to improve the productivity of any
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
Looking at a simple definition of each terminology, then we will know each force behind all leadership theories. To better understand the fundamental principles preceding leadership philosophy, we have to understand the theory of leadership development and its essential characteristics. Hence, some of the leadership theories are explained in this paper.
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...
Max Weber’s (1947) approach to leadership was based on charisma and it was based on his approach that James MacGregor Burns proposed the theory of Transformational Leadership.
Transformational leaders birth new transformational leaders. Followers themselves become transformational leaders and a journey of extra mile partnership started.
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.
Transformational leadership focuses on what the leader can accomplish instead of his personal characteristics and how his relationship with others. This leader “helps to bring about major, positive changes by moving group members beyond their self-interests and toward the good of the group, organization, or society (Dubrin, 2007, p. 84). The essence of this leader is to develop and transform people.