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an essay on Transformation leadership theory
transformational leadership
transformational leadership
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Recently, the Community College of Beaver County, CCBC, decided to reorganize and restructure the departments located in the Academic Support Services division. Throughout the campus, the college employs transformational leadership. The administrative leaders exhibit the transformational leadership style that has the ability to inspire and align the employees’ interests by empowering, supporting, encouraging, and recognizing employees for their efforts. As a requirement for the position, the transformational style of leadership is recommended for a candidate to possess for the hiring of a new manager, and the strategies are mentioned for the college as to why this type of leadership exists and fits into the culture of the college. Also, …show more content…
Though transformational leaders are known for their big picture vision and inspirations, they sometimes struggle with detail orientation. Transformational leaders need to surround themselves with support from more organized and detail-oriented people, such as other administrators or additional leadership team members that help keep the transformational leader 's vision moving in the right …show more content…
There was some resistance from the employees when they were informed they were going to report to a new manager instead of their direct supervisor. Many employees were worried that their positions were going to be changed or phased out altogether. It is very important for the new manager to motivate and empower the employees so that they are less resistant to the reorganization. Also, it is important for the new manager to pay close attention to the needs of the employees’ and establishing a level of respect, which could lead to better job satisfaction and reduce the level of stress and conflict for the employees. Also, there was resistance in the department as to why another employee was not determined to be a qualified replacement. There were opportunities for the current staff to inquire about the position; however, it was deemed none of the employees had the qualifications for the position. None of the staff members held a Master’s Degree, which was a qualification for the position; therefore, administration decided to hire someone outside of the college. Furthermore, there were no current managers who were interested in applying for the position because they decided to stay in their respective
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.
This model has been used over decades in research to chime in on the importance of knowing the behavior of leader’s and their effect on those who work for them. According to Brymer and Gray (2006), effective transformational leadership ensures a supportive culture and does not require boundaries and guidance. The concept of transformational leadership was created to bring together leaders and those who work for them, which in turn impact those in whom they serve because their personality is viewed in a positive
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
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
Realizing that although a way of doing a task might have worked for years there is always room for improvement. Also, incorporating the aspect of taking risk in changing a current practice to see if a new one works more efficiently (Judge & Piccolo, 2004). A transformational leader should foster creativity in their team members and show that even though there may be a designated leader, the team members or followers still have a voice that matters. In terms of importance, transformational leadership within my future career will be essential. I hope to be working in the field of Therapeutic Recreation as a Certified Therapeutic Recreation Specialist (CTRS) which is an emerging profession in healthcare. Advocating for change and taking risks will be key as I will need to show other health professions my benefits. Inspiring creativity, motivation and being able to lead a team and patients towards a goal will be essential. It will be part of my everyday job to create attainable, measurable goals for patients to achieve and I will be able to do this through the attributes and behaviours learned from transformational
In class, I learned about Kouzes and Posner’s five practices that relate to Transformational Leadership; they include modeling the way, inspiring
listens to the various viewpoints in order to be able to develop a spirit of cooperation;
The goal of this study is to stipulate that store level transformational leadership impacts service employees’ customer orientation through supervisor and coworker support; and looks at the possibility of how customer orientation leads to positive service experienced by customer’s and perceived employee service performance.
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 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 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.
Transformational leaders are building blocks for the job satisfaction and commitment. Transformational leaders develop extra mile partnership. Followers go extra mile for the leader and work beyond the expectations.
What does it take to be an effective leader? This is something that has been asked many times over the course of human history. Some might say that having a strong personality and a commanding presence is needed in order to be a strong leader. Others might say that someone who stays on top of everything and keeps order is more effective as a leader. Everyone has their own opinion on this subject and in many regards, they are not wrong. Good quality leadership is something that is hard to possess and is not something everyone can do. Leadership is something that has been studied and analyzed many times, and from these studies, many theories have emerged from them. Each of these theories of leadership has their own benefits and can be useful
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...