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Transformational Approach To Leadership

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Recommended: Note on leadership theory paradigms

One of the most popular and modern approaches to leadership that has been explored since 1980s is the transformational approach. Transformational leadership has been the part in the “New Leadership” paradigm (Bryman, 1992), and is oriented at charismatic and affective elements of leadership.
As the term implies, transformational leadership incorporates the changes and transformations both in the leader and his/her followers, thereby responding to the followers’ needs and motives, values, emotions and ethics. The term transformational leadership was first created by Downton (1973). Nonetheless, we owe its emergence as an important approach in leadership to James McGregor Burns’ work “Leadership”, which was brought out in 1978. Primarily, Burns …show more content…

According to Bass and Steidlmeier (1999), there are two types of transformational leadership defined, such as authentic transformational leadership and pseudo-transformational leadership. Following Burns (1978), Bass and Steidlmeier claim that authentic transformational leadership is based on ‘‘a moral foundation of legitimate values’’ (p. 184). To articulate the notion of legitimacy, Bass and Steidlmeier claim that this form of leadership is characterized by behavior that is ‘‘true to self and others’’ (p. 191). Accordingly, they state that ‘‘Authentic transformational leadership provides a more reasonable and realistic concept of self—a self that is connected to friends, family, and community whose welfare may be more important to oneself than one’s own’’ (pp. …show more content…

For instance, the authentic leader addresses to the universal unanimity; whereas the pseudo-transformational leader draws a line between “we-they” disparity in values, implying that “we” have innately good values and “they” do not. Therefore, what really does matter in this case is how the values of the leader are reflected in the actions.
According to Burns (1978), the principal concept which defines the authentic transformational leadership is the existence of morally uplifting values which can trigger the transformation in the leader. As Hollander (1995) states, transformational leadership is moral when the truth is told, promises are kept, negotiations are fair and choices are free. And it is immoral

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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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Finally, the group has to have a strong moral obligation to each other, which is another aspect of a transformational leadership style.. Transformation leaders move their followers to transcend their own need for the needs of their group (Bass, p168). This is expected of all the employees of the Gore

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Analyzing and Contrasting Transformational and Servant Leadership There are many varying approaches to leadership. Some leadership approaches are established on the traits in which the leaders exemplify. While others are based on behaviors that focus on the leaders’ behaviors and how it may influence followers. In this paper we will place focus on the transformational and servant leadership approaches.

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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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There are a plethora of leadership theories in existence, but there has yet to be one specific theory that can guarantee success in any organization, in any situation. However, in the last few decades, scholars have taken a particular interest in the theory of transformational leadership for several reasons. The idea of transformational leadership was first introduced in a book titled Leadership, written by James MacGregor Burns in 1978 (Worth, 2014, p.106). Burns describes transformational leadership as a contrast to transactional leadership, which illustrates a relationship between leader and follower that revolves around transactions of rewards and punishments (Worth, 2014, p.106).

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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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Leadership is an essential task in management (Weihrich, et al., 2008), as it is an important factor that contributes enormously to the over-all wellbeing of the organisations (Odumeru & Ifeanyi, 2013). As stated by Cox (2001), transactional and transformational are two important types of leadership. The differentiation amongst these two types of leadership was initially made by Downton (1973), as cited in (Barnett, et al., 2001), and introduced by Burns (1978) in his descriptive work on political leaders. Transformational Leaders Transformational leadership is also defined as the way of influencing the employees by “broadening and elevating followers’ goals and providing them with confidence to perform beyond the expectations specified in

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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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Authentic Leadership and Social Influence While the idea of authentic leadership has been around since the ancient Greek aphorism “know thyself” first appeared, it was not until Bill George wrote about it in 2003 that it became a popular leadership concept. George described authentic leadership as a style that is consistent with a leader 's personality and core values, and that is honest, ethical, and practical (2003, 2007). Unauthentic leaders hide behind masks While the above definition is centered upon the leader or self, it is the actions of the leader that are perceived by others that determines if they believe a leader is authentic or not. And their perception is accomplished through the social influence of the leader.

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In a study conducted by Jae (2014), there is enough evidence to suggest that transformational leadership is the focal point and is an effective tool for bringing about the best team behaviour and improvements in the teamwork environment. Rendering to the situational theory, diverse team conditions require a different quality of leadership behaviour from the frontrunners. As a consequence, the condition of a team may impact the quality of the leadership style and in this instance, transformational leadership, of the leader. Moreover, worthwhile behaviour and remarkable work outcomes from team members are always looked for, but in most instances, they do not always occur. Individuals normally reply well only to proper leadership styles and behavior.

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The Assumptions of transformational leadership which are include the ability of leaders to influence others by transforming their behaviors without necessarily being in a position of authority’ (Morgan, 2005) . The aims to generate employees’ commitment to the organization’s vision and ideals, in conjunction with their own individual aspiration and aims for the organization. It takes a strategic view of the whole and about endeavoring to make more radical changes that can present challenges and growth for all transforming. For example , this type of leadership want to improve the working spirit such as make a strong slogan that the others can working hard and responsibility in the working environment .(Zhu et

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In developing this paper on leadership, I examined what was most important to me as a leader. As I reflected on my leadership philosophy, I thought about my experiences and the principals that I have learned through my own self-discovery and the observation of other leaders that I have had throughout my life. My leadership philosophy paper will focus on what leadership is to me, core values, and knowledge of others. In thinking about my definition of leadership, I thought of what was most important to me in and as a leader.

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