Transformational leadership in contrast to transactional leadership is based on being visionary, inspirational with specific goals, ideals and be able to engage at the emotional level with followers. Al Gore was criticized for adopting a populist theme and by distancing himself from Clinton (who was a charismatic leader himself) and portrayed him as an untruthful, disloyal in terms of democratic views. At a Democratic convention, during a fund raising event in which Al Gore did not allow fellow congress women to speak at the convention, he claimed to be his own man, morally superior and was propagating his self of agendas which has silenced the voices of many people who were supporting democrats. This shows people lost their belief in him and considered him as the one who lacks empathy and acting in a narcissistic way. When Al Gore was leading the global green cause he was lacking the basic judgment and grasp, which a leader required to lead to such great causes. He failed to conduct himself in consistence with green cause he was promoting just like how an IRS chief cannot be a tax cheat. Having a life of conspicuous consumption, spreading more carbon into …show more content…
Expectancy of the professor refers to the confidence and belief in abilities, qualifications and skills they have in achieving a desirable outcome, if they behave and act in a certain way. Instrumentality is the outcome he or she gets and its transparent relationship with performance. Valence is inherent value and importance the professors see in a specific outcome. In order to work effectively for the program the elements of effort, performance and rewards should be maximized to drive a strong
I have always admired Al Gore, and after watching this film, I am disappointed even more now, that he never became a president. He is indeed very smart and very talented person, who truly desires to change things not only in the United States but around the world. Especially, after watching his film about global warming, he made me feel like he does really care about the world and people. He said: “what we take for granted might not be here for our children,” to me, perhaps, this is the most moral idea that came across the entire film. Not only his words, but his actions prove his true diligence about our present and future, and also about future generations. He was able to deliver an important message to me, which ought to alert me and
It is concerned with emotions, values, ethics, standards, and long-term goals. It motivates a form of intelligence that moves followers to accomplish more of what is expected of them. (Northouse, 2016, pg.161). Transformational leadership can be used to influence people on a one to one level or to influence whole organizations and cultures. There’s a difference between transformational leadership and transactional leadership. Transactional leadership focuses more on leaders that uses gimmicks or promotions to get their followers to do certain things that they want. Transformational leadership, on the other hand, focuses more on connecting leaders with followers or employees to motivate and help them reach their full
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.
Michael Pollan does an excellent job at conveying the seriousness of this issue to his audience. However, it is unclear whether he wants the audience to take action against climate change or if he merely wants to inform them about how no action they could take would yield success. In addition to this, it seems as if Pollan begins to diverge from the greater problem of climate change in order to cover more trivial topics. For example, in the final paragraph of this article, Pollan elects to write about the “sweeter reasons to plant that garden …” (Pollan 6). By doing so, Michael Pollan falls victims to the very criticism he gave about Al Gore earlier in this very same article. Instead of
First lets look at Al Gore’s brief history. Al Gore was born on March 31, 1948
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.
Michael Pollan, on his essay “Why Bother” published in the New York Times in 2008 recounts his concern on the lately increased of global warming. He begins contrasting Gore’s writing about changing a light bulb as a perfect way to make a change in the environment. This upset him, because he thinks that such things are not enough that
By definition found in the text, transformational leadership is a style in which a leader seeks to change and engage followers and the organization by creating a compelling vision, strategy, and culture. By being attentive to followers’ needs and identifying the needed change, a transformational leader motivates followers to achieve their and the organization’s potential (Burns, 1978). It was evident even during his governship that he believed that the issues that the government had could be changed. President Reagans vision, clear direction and with no hidden agenda made him ideal. He was known also to be very courteous and a great communicator that allowed him to bridge the gap of the republican and democrat parties. This made him successful in office because as seen as and look of a servant leader, appealed to both
listens to the various viewpoints in order to be able to develop a spirit of cooperation;
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.
Tom Rath explains in his book, StrenghtsFinder 2.0 (2007), that identifying and capitalizing on one’s strengths makes for a more fulfilled and effective employee, further benefitting the employing organization. Rath states that when in a position not utilizing our strengths, we are six times more likely to be disengaged in our work. Studies show that this disengagement or dissatisfaction carries over into our personal lives affecting our health and personal relationships.
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.
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 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.
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.