Transformational vs. Transactional Leadership
Organizational requires a forthright and strong leadership to enhance performance. Leadership skills are usually inborn or acquired through life experiences. It is, therefore, critical that leaders uphold traits and capabilities which are relevant and instrumental to the structure and goals of the organizations they lead. Leaders must be capable of influencing the people they lead and show them a sense of direction to follow to achieve the intended objectives. They must be able to communicate these objectives, goals, and policies and also build the employees' morale to assist them to grow professionally. As such, the employees would become more efficient and increase the productivity of the organization. Many leaders have applied transformational and transactional forms of leadership styles to instigate the required transformation in their organizations. It is in this regard that the paper will gain
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It creates valuable and tangible change in an organization by developing employees to become leaders. The leader usually communicates the goals of the organization to the subordinates, and charts the direction that should be followed to make the much-needed achievement. The transformational leader acts as a role model who encourages and gives morale to the employees, as asserted by Mesterova, Prochazka, Vaculik, & Smutny (2015). He encourages them to build their self-confidence and increase self-capabilities to enhance innovation and creativity in an organization. A transformational leader creates a conducive environment for employees to learn and acquire new and longstanding skills to be able to bring about the much-needed change in an organization. Such leaders establish close working relations with their subordinates and push them towards achieving high