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Thorogood Publishing Ltd: The Effect Of Transformational Leadership

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Trmal, S. A., Ummi Salwa Ahmad, B. & Mohamed, Z. A. (2015). The Effect of Transformational Leadership. Global Business & Management Research, 7(2), 88-94. Transformational leadership style influences others with enthusiasm to follow and believe what interest the leader. 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. Such as President Obama is an example of a transformational …show more content…

(2005). CHAPTER FIVE: Douglas McGregor (1906-1964). In, Gurus on People Management (pp. 35-41). Thorogood Publishing Ltd.

Theory X is a management style use to direct employees to perform work duties by leading in a dictatorial style. By implementing procedures that have penalties and intimidating consequences. Employees with this behavior style are to be structure and given details of daily procedures. Other strategies are implemented such as management by objective so the leader and employee define goals in order for task to be accomplished. Theory X employees are not motivated to perform efficiently based on characteristic of not caring. This type of employee does the less amount of work, just enough to get by. However, no matter what strategies are implemented some employees will not perform if there is no interest. Some employees extremely dislike their job and only work in positions for the incentives. So no matter what incentives are given that employee will produce the least amount of work. Individuals with that behavior trait only need to work in jobs that they have an interest.

Kermally, S. (2005). CHAPTER FIVE: Douglas McGregor (1906-1964). In, Gurus on People Management (pp. 35-41). Thorogood Publishing …show more content…

Can the employee become too comfortable with management and the employee motivation decline? A possible cause of decline in Theory Y the employee may loss trust in management. Sometimes promises are made but not sustained. But based on Theory X characteristics of the employee will still be motivated and committed to the perform task.

MALOS, R. (2012). LEADERSHIP STYLES. Annals Of Eftimie Murgu University Resita, Fascicle II, Economic Studies, 421-426.

Autocratic leader has a leadership style that gives directive of procedure and policies. This type of leader will watch employees methodically. Being autocratic has its pros and cons. For example, a law enforcement officer is an example of autocratic leader but in a positive manner. An autocratic leader who is controlling could be a negative, because it can cause resentment. This type of leader will have strong leadership skills and can make decision without receiving feedback form others. The leader will distrust other managers and will probably be involved in every area of the company. The advantage of being autocratic leader is assignments will be completed and the leader is able to handle unexpected situation without being stress. MALOS, R. (2012). LEADERSHIP STYLES. Annals Of Eftimie Murgu University Resita, Fascicle II, Economic Studies,

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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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The same can be said for a transformational leader and their

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Autocratic leadership is dictated by the leader of the team and little to no feedback is accepted from team members. Autocratic leaders have best been described using employee surveys as controlling, power oriented and closed minded as discovered through the testing of the Bass theory (Giltinane, 2013). Most of the time team members dislike autocratic leaders but in many situations they may work well under this form of leadership. What normally starts out as stress induced by obedience, loyalty and strict adherence to rules, can turn into appreciation and fondness once positive results begin to show. Benefits of autocratic leaders include great structure and guidance concerning tasks that need to be completed and rewards are typically provided to members who are compliant with rules and tasks and punishment is also enforced when members are found to be noncompliant with standards set by the leader.

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According to Burns, “transactional leaders approach followers with an eye to exchanging one thing for another…these transactions comprise the bulk of the relationships among leaders and followers” (p. 3) Transformational leadership, on the other hand, involves influence, of and by, both the leader and the follower. It is a process of mutual influence. Leaders not only lead, but also develop other leaders. Expanding on Burns’ distinctions, Bass (1995) asserts that “Transforming leaders convert followers to disciples…and provide followers with a cause around which they can rally” (p. 467).

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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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The four main leadership styles are autocratic, democratic, laissez- faire, and paternalistic. Autocratic is referred to as an authoritarian or “all-powerful”

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The essence of transformational theories is that leaders transform their followers through their inspirational nature and charismatic personalities. Rules and regulations are flexible, guided by group norms. These attributes provide a sense of belonging for the followers as they can easily identify with the leader and its

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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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Our text states, “transformational leader is one who influences, inspires, mobilizes, and transforms followers to achieve

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8. Transformational Leadership. The concept of transactional and transformational leadership were brought into being by Burns after an in depth study on political leadership. In Transformational leadership the leader influences the behaviour of the follower to achieve the goals of higher order, for example the good of the group or organization, and transcend the self – interest of basic needs.

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Criticism of transformational leadership whereby conceptual clarity are lacked . This is due to it had a broad range of activities and characteristics including vision creating , trust building and so on . Research shown that the components of transformational leadership are overlapping and undefined dimensions . Secondly , transformational leadership are measured whereby there are distinct factors with one another . Some of the transformational factors are not interrelated with transactional and laissez-faire factors .

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Rast, Hogg and Giessner (2013) suggest that the autocratic leadership styles are stronger to supervise the employee, encourage employee through the penalty or threat to achieve their goals. It will ignore the job satisfaction of their employee. 2.4 Participative leadership Participative leaders pay attention for the team, it can accept the opinions of followers easily. Participative leadership styles can efficiently enhance the atmosphere, job satisfactions and development of the team since the followers can participate the decisions.

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Situational leadership theories Autocratic - this leadership style is one where the manager sets objectives, allocates tasks, and insists on obedience. Therefore the group becomes dependent on him or her. Democratic - democratic leadership style encourages participation in decision making. Democratic leadership style can be persuasive or consultative. Laissez-faire – This leadership style allows employees to carry out activities freely within broad there are few guidelines and directions.

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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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