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The concept of transformational leadership style
Leadership styles
The concept of transformational leadership style
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Bibliographical Entry
Lo, M.C., Ramayah, T., and Min, H.W., (2009). Leadership styles and organizational commitment: a test on Malaysia manufacturing industry. African Journal of Marketing Management, 1 (6), 133-139.
Problem
In Malaysia it was a common complaint that employees were no more loyal as they used to be in the passed. Employees would tend to leave their companies for slightly better pay due to low commitment. Hence, the biggest challenge for Malaysian organizations was to provoke a sense of commitment and loyalty to their employees.
Comments - The problem statements agreed to the title and seemed to be of educational significance. The problem was clearly visible to the average reader.
Purpose
The purpose of this study was to examine leadership style and employees’ organizational commitment in the Malaysia context. Two types of leadership style namely transformational and transactional leadership styles have been chosen as focus of research to investigate the impact on organizational commitment.
Comments - The purpose was clearly and concisely stated, agreed to the title and was limited to the researcher’s capabilities and resources. The purpose agreed to the problem.
Objectives
Specifically, the study sought to determine whether leadership theory and organizational commitment was applicable in the manufacturing companies located in Malaysia. This research attempt to answer the following questions: (1) Does the transformational leadership directly predict employees’ organizational commitment; and (2) Does the transactional leadership directly predict employees’ organizational commitment.
Comment - The authors’ objectives were answerable, and they chose to obtain them by testing null hypothesis. These hypothe...
... middle of paper ...
...had showed that transformational leaders were more able to bring in commitment in employees than transactional leaders
Comments - The conclusions were based on the findings and logically stated.
Recommendations
Implications of the findings, potential limitations of the study and directions for future research is suggested.
List of References
The format used in listing references was consistent and all references given were cited in the article and were from a variety of sources including journals, books and theses.
Overall Critique
This study represents the theoretical and empirical research regarding leadership styles and organizational commitment in manufacturing industry. There had been very few empirical researches on organization committed in manufacturing industry. Overall, it was a very interesting, significant contribution to the field of research.
... Factors affecting employees’ organizational commitment–a study of banking staff in Ho Chi Minh city, Vietnam. Journal of Advanced Management Science 2(1), 7-11
Leadership is a communication process of a leader and individuals in which the leaders behavior or attitude directs individuals towards any goal effectively. It is widely believed that leadership creates the vital link between organizational effectiveness and people’s performance at an organizational level (Avolio, 1999; McGrath and MacMillan, 2000). The effectiveness of an organization depends upon the leader having an effective leadership style in order to effectively reach the goal of the organization; with it being one of the key driving forces for improving a firm’s performance. Scholars suggest that effective leadership behaviors can facilitate the improvement of performance when organizations face problems (McGrath and MacMillan, 2000). To effectively achieve leadership of individuals and organizational outcomes, four theories can be used; Fiedler’s Contingency Model, Hersey and Blanchard’s Situational Leadership Model, Vroom & Yetton Participative Leadership Model, and House & Dessler Path-Goal Theory.
Do leadership styles have an impact on employee attitude, performance, retention, and ultimately customer satisfaction? According to John Smith, former CEO of Marriott Corporation, “you can’t have happy customers served by unhappy employees” (Hesket, et al, 1997 as cited in Emery & Baker, 2007). Furthermore, the competitive nature of business has required companies to turn their attention to customer service and satisfaction (Emery & Baker, 2007). Three articles comparing leadership styles and the effect on employees and customer satisfaction were analyzed, compared, and contrasted to determine the overall affect of leadership styles on employees and customers.
... Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007. doi:10.1037/0021-9010.89.6.991
In response to the question set, I will go into detail of the study, consisting of the background, main hypotheses, as well the aims, procedure and results gathered from the study; explaining the four research methods chosen to investigate, furthering into the three methods actually tested.
Systematic research on leadership began in the early 1930s (House & Aditya, 1997). Researchers were interested in identifying leadership traits that might differentiate leaders from non-leaders. Despite of devoting so much effort to this area, only a few leader traits were found to be positively related to leadership effectiveness such as intelligence and Self-confidence.(Mann, 1959).After this leadership researchers turned their attention to leaders’ behavior. Two types of leadership behavior were identified in different studies (1) Initiating structure that includes task related behaviors such as organizing work, defining role responsibilities, and setting up work activities. (2) Consideration includes relationship oriented behaviors such as building trust, respect, and liking between leaders and followers. The University of Michigan group also identified two types of leadership behaviours. (1)Production orientation means that how much leader is concerned with achieving organizational goals and tasks and (2) employee orientation means that how much followers’ needs are important to leader (House & Aditya, 1997). (Song Heyi and Mao Na Guo Dan, 2007) inspect the relationship between the traits and the performance of the leader in different organizational cultures and found that in today’s dynamic world the negative traits are directly related to the performance, leaders play significant role in every organization. As the competition between the service oriented organizations is very high and continuous change is needed here and growth of these organizations where the only possibility to survive successfully is due to the effective and productive leadership. Leadership is process of social interaction where leaders try...
The relationship between transformational leadership and job satisfaction is one of the most critical success factors in any organization and has become one of the largest topics studied among psychology, management and organizational behavior researchers (Tsai, 2011). Job satisfaction refers to how satisfied an individual is with his or her job within their organization. There are many factors that determine the job satisfaction, and one of the factors is the type of leadership style. According to the first article that was completed, an effective leadership style of leaders in an organization is having the capability to provide motivational incentive and direction to their followers to achieve an organizational mission or goal (Walumbwa,
‘Leadership’ and ‘Management’ are two commonly using words in nowadays organizations. The essential and integral part of productive management is leadership. Effective leadership is crucial to an organization’s success. Leaders can take a quantity of different steps to help keep projects from failing. The main and highly important focus of the leader is to make things happen. According to Griffin (2008), ‘Leadership, as a process, the use of non coercive influence to shape the group’s or organization’s goals, motivate behaviour toward the achievement of those goals, and help define group or organizational culture; as a property, the set of characteristics attributed to individuals who are perceived to be leaders’. Equally as management, that
Hur( 2011) stated that, with transformational leadership style leaders can direct their hospitals toward productivity . Some of the consequences of transformational leadership style, motivating followers toward increasing their job satisfaction, performance improving beyond expectation, extra effort and cultivating creativity and innovation in agencies (Zaidatol, 2011). In addition, it has positive effects on leader effectiveness and performance (Hur,
Groves, K., & Vance, C. (2009). Examining managerial thinking style, eq, and organizational commitment. Journal of Managerial Issues, XXI(7), 344-366.
The authors of this article have outlined the purpose, aims, and objectives of the study. It also provides the methods used which is quantitative approach to collect the data, the results, conclusion of the study. It is important that the author should present the essential components of the study in the abstract because the abstract may be the only section that is read by readers to decide if the study is useful or not or to continue reading (Coughlan, Cronin, and Ryan, 2007; Ingham-Broomfield, 2008 p.104; Stockhausen and Conrick, 2002; Nieswiadomy, 2008 p.380).
...the data did not involve member checking thus reducing its robustness and enable to exclude researcher’s bias. Although a constant comparative method was evident in the discussion which improved the plausibility of the final findings. Themes identified were well corroborated but not declared was anytime a point of theoretical saturation Thus, the published report was found to be particularly strong in the area of believability and dependability; less strong in the area of transferability; and is weak in the area of credibility and confirmability, although, editorial limitations can be a barrier in providing a detailed account (Craig & Smyth, 2007; Ryan, Coughlan, & Cronin, 2007).
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
Within the organizational structure of most businesses you will likely find management and leadership coexisting. Commonly, the words are often substituted for one another. However, each word has a distinctly different definition. A manager does not necessarily make a good manager. Management is defined as those individuals in an organization that have the authority and the responsibility to manage the organization through the control of production processes and ensuring that they operate efficiently and effectively. Leadership is defined as the skills and ability to set future goals in accordance with the organizational goals and to communicate those goals to other employees in such a way that they voluntarily and harmoniously work together to accomplish those goals for the benefit of the organization. In this paper, I will differentiate between management and leadership.
Because of this fact most organizations and entrepreneurs are paying close attention the the leaders they put in place to lead their company and its people into victory, which is the ultimate goal of their organizations. It is a well known fact that leadership is an important factor in an organization’s success, but the type of leadership style and as well as the leader 's personality is what really determines that level of success. In my research I have concluded that the most important leadership styles are transformational and transactional leadership. Transformational leadership has the potential to resurrect, transform and keep companies evolving with time. Transactional leadership although can have some negative effects on some, but if used properly, can promote compliance almost a stagnant team through both rewards and punishments. When companies are pursuing leaders, they not only look at their candidates experiences knowledge of a particular sector of that business, but they pay close attention to the personalities of these individual. They do so because they know that one’s leadership style and abilities is heavily affected by the candidates own personality and views. As a result of this thinking, it has lead all authors involved in both research paper and article “Relationship Between Leaders Personality Types and Source of Power and leadership Styles Among Managers” and “