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Transformational Leadership Research

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Transformational leadership style with idea indicator, the influence of leader behavior, intellectual stimulation and a consideration of individual has a positive influence towards motivation. This leadership style has positive influence toward job satisfaction. (Risambessyet) job satisfaction has been studied in parallel with many aspects of work and in many work places and fields around the world, the employees has experienced job satisfaction as an outcome of leadership styles. In general, research results suggested that in organizations which are more flexible and adopted the management type in communication and employees reward the latter more likely to be satisfied which results in the organization’s success.(Jill, McKinnon et al. 2003) …show more content…

According to this theory, stress may have positive or negative implications on the member in an organization.it depends on how the demands which evoke stress affect the personal growth development and to perform well. Demands may be sometime harmful or they can be appraised as challenge or opportunity. (Lazarus and Folkman 1984) This theory reconcile some positive and negative potentials.
We can define stress as a process set into motion whenever demands in the society or environment increases beyond individual’s resources. The demands are then consider as irrelevant or as an opportunity for personal growth, development and well- being.
The response to appraisal can be determined by a judgment whether an action can be taken or not to improve the stress situation by various mechanisms. a stressor framework was developed which determine different stressor relationship with different outcomes. In this framework, challenge stressors refer to
Job demands that present the potential for personal growth and rewards. Sometimes job demands that do not present the potential for personal growth and rewards and may actually affect growth or gains.(Crawford, LePine et al. 2010).
The overall function of an organization or institution consists of many dimensions that influence the processes of recruitment and management, as well as the relationships among …show more content…

Bernard Bass’s conceptualizations of leadership and the measures developed to quantify leadership were based on the premise that leadership could either be transactional or transformational. However, for the purposes of this study, only transformational leadership was investigated, and it was suggested that transformational leadership would likely be the most predictive characteristic of an optimal leader. (Avolio, Bass et al. 1999) noted that transformational leaders embodied characteristics of being charismatic and influential in their ability to make employees do more than what was expected of them at

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717 Words | 3 Pages

Bass & Riggio (2005, pp. 4-8) explains that transformational leaders inspire their followers to exceed their own expectations and perceived capabilities and is comprised of the four components of idealized influence, inspirational motivation, intellectual stimulation and individualised consideration. DuBrin (2016, p.163) suggest that leaders in a time of crisis need to

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785 Words | 4 Pages

The beliefs of the leader are usually for the benefit of the company or community. The characteristic trait of a transformational leader displays trust, confidence, belief, and inspiration. A charismatic leader inspires its follower to achieve a higher goal. The study shows how the transformational leader directs its follower to be successful by copying the format and training multiple leaders on different levels.

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1258 Words | 6 Pages

(2008a). Extra effort EE, or Prospector (oriented for future and extra effort); Effectiveness EF, or Defender (oriented for current results, less effort for future); Satisfaction SA, or Analyzer (oriented between prospector and defender). Above all, the direction of outputs and the dynamic leadership performance play an important role in this transformational leadership model since the optimal balance for dynamic leadership (DL) is 82 %; while optimal value for controlling (CL) and passive leadership (PL) is 8 % each. In contrast, the optimal for directions of outputs is 33.3 % each; while the optimal balance for cornerstones as well as resources are equally 25 % each (Takala et al., 2008a,

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1121 Words | 5 Pages

TRANSFORMATIONAL LEADERSHIP Erwin & Garman (2010), affirms transformational leadership defined as a “form of leadership that facilitates a redefinition of a people’s mission and vision, a renewal of their commitment and restructuring of their systems for goal for goal accomplishment”. In other

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1081 Words | 5 Pages

Introduction The transformational leadership approach offers public sector leaders a foundational model to develop a more tailored solution that is effective for their respective organizations. A tailored approach is applying transformational leadership in a manner that accounts for the unique challenges and obstacles of the public sector. This paper analyzes how military leadership can use such a tailored approach within a specific U.S. Army unit: the 516th Signal Brigade. After an initial overview of the unit, this paper analyzes the characteristics of bureaucracy, impacts of organizational considerations, and contextual conditions that influences a public sector leader’s implementation of a transformational leadership style approach.

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821 Words | 4 Pages

The “Seven Transformations of Leadership” written by Rooke and Williams talks about the different leadership style that one follows and how one can improve one’s leadership style or action logic in order to improve their ability to lead. However, in order to improve their ability to lead one need to first understand what type of a leader a person is. In this article the authors explains about the seven type of leadership style that one follows while being a leader. According to the authors “most developmental psychologist agrees that what differentiates leaders is not so much their philosophy of leadership, their personality, or their style of management. Rather, it’s their internal ‘action logic’-how they interpret their surroundings and react when their power of safety is challenged” (Rooke and Torbert 3).

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1618 Words | 7 Pages

“The study of history has been a study of leaders – what they did and why they did it” (Bass, 2008: 4). New contemporary styles of leadership have emerged that arguably are more successful in the long term (Dawson & Andriopoulos, 2014). This report critically evaluates different styles of leadership to determine if a transformational style will have a more decisive effect on employee motivation and organisational culture culminating in long term prosperity of the business. Fresh perspectives to leadership are required if organisations are to be successful in times of change while at the same time increasing employee morale (Conger, 1999). Studies done by Burns (1978) differentiates between transactional leaders and transformational leaders.

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762 Words | 4 Pages

TRANSFORMATIONAL LEADERSHIP Transformational Leadership is defined as leadership style focused on effecting revolutionary change in organizations through a commitment to the organization’s vision. (Sullivan & Decker, 2001) Transformational leaders are usually given higher position and are known for their charismatic sense and ability to develop high visions and regards in the work they do. They often give their best performances due to the low morale or self esteem Example: Steve Job, Bill Gates and Ratan Tata. As the existentialist rightly said, we always have a choice, in doing what we already have done or doing that which we have never done.

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838 Words | 4 Pages

SUMMARY FINDING OF ARTICLE 5 : FROM TRANSACTIONAL TO TRANSFORMATIONAL LEADERSHIP : LEARNING TO SHARE THE VISION Transactional leader have been described as a leaders who are watches and searches for deviations from rules and standard, take corrective action, intervenes only if standards are not meet, abdicates responsibilities, avoids making decisions, promises reward for good performance and recognizes accomplishments. Transformational leader have been described as a leaders who are promote intelligence, rationality, careful problem solving, communicates high expectations, uses symbols to focus efforts, expresses important purposes in simple ways, provides vision and sense of missions, instils pride, gains respect and trust, gives personal

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1196 Words | 5 Pages

(2-tailed) .000 N 110 110 JOB_SATISFACTION Pearson Correlation .500** 1 Sig. (2-tailed) .000 N 110 110 **. Correlation is significant at the 0.01 level (2-tailed). Table 16 show a Pearson Correlation was run to determine the relationship between Individualized Consideration and Job Satisfaction in a Transformational Leadership. There was almost very strong, positive correlation between Individualized Consideration and job satisfaction, which was statiscally significant (r=0.500, n = 110, p = 000).

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788 Words | 4 Pages

1) Question: If you were consulting with the HTE board of directors soon after Harold started making changes, what would you advise them regarding Harold’s leadership from a transformational perspective? Answer: Firstly, transformational leadership is a process that does exactly how it sounds, it transforms people. Through this sort of leadership, it is involved in being concerned with things such as standards, values, ethics, emotions, and long-term goals. If I were consulting with the HTE board of directors I would advise regarding Harold’s lack of awareness for those around himself and how that was making him an ineffective president.

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1383 Words | 6 Pages

Specific Purpose: To inform the audience about how stress develops and its effects on the workplace. Tentative Thesis: Though the definition of stress is already well-known among our society, we remain ignorant towards how stress develops everywhere and influences the workplace. Introduction I. Attention

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1381 Words | 6 Pages

In developing a theoretical framework of transformational leadership the study focuses on Leithwood and Jantzi (1994) “Effects of transformational leadership on

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1385 Words | 6 Pages

Stress in an employees’ individual in nature. This study indicates that, an optimum level in which every individual can perform with his full capacity and identified three conditions responsible for work stress they are 1) Role overload 2) Role self - distance 3) Role stagnation. Satija S. & Khan W. in their research work titled Emotional Intelligence as Predictor of Occupational Stress among Working Professionalism (2013). According to them Occupational Stress is as same as Job Stress that needs to be controlled at the workplace otherwise it will negatively effect on employee’s work attitudes & behaviour.

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1325 Words | 6 Pages

The workplace had become a high stress environment in many organizations cutting across industries. Employees were experiencing high level of stress due to various factors

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