Transformative Leadership: Achieving Unparalleled Excellence - Essay Example

In his discussion on political leaders, Burns defined transformational leadership as a process wherein leaders and followers mutually “promote each other to higher levels of morality and motivation (Jandaghi Matin & Farjami, 2009, p. 211). Another definition identifying transformational leadership as a process is that of Bass (1998) who described transformational leadership not as a character but as a process wherein one person creates a link with another person, thereby establishing a connection that helps increase the level of motivation and morality, both for the leader and for the follower.

Two elements appear common to these definitions, that citing morality as the motivation for behavior, and the strong personal relationship between leader and follower, or between persons, as the source of that motivation. According to Barker (2001), leadership is: (1) a process not specifically a function of the person in charge, but a function of individual wills and needs addressed by the dynamics of the collective will; (2) a process of adaptation and of evolution, a deviation from convention involving the dynamic exchange and interchange of value; and (3) a process of energy, not structure.

Leadership and change, therefore, go hand in hand; they are the two most important, yet most problematic elements of organizational behavior (Burnes & By, 2011). Leadership is concerned with bringing about transformational change. The fundamental differences between managers and leaders: • Managers can be dismissed from their jobs for breaking rules; leaders can be dismissed for not breaking the rules when it is called for. • Performance measures against which managers are evaluated are clear and short-term; criteria for judging leaders are more vague and long-term.

Transformational v transactional leadership The study by Jiao, Richards, and Zhang (2011) observed that transformational leaders and transactional leaders are often viewed in juxtaposition and therefore contrasted against each other. However, there are successful leaders whose style and approach apply both transactional and transformational leadership principles. Transactional leadership is described as a process whereby followers perform assigned tasks in accordance with the leader’s instructions in contemplation of rewards and praise, while leaders ensure that the promised remuneration or praise, together with the resources necessary to complete the task, are given as promised.

The deal becomes a quid-pro-quo, a give-and-take with each party working towards their own self-interest. Transformational leadership, however, involves profound change, wherein the leaders raise their followers’ awareness of the value and importance of specified outcomes and suggest ways by which the follower may attain these outcomes. Leaders influence their followers and motivate them with a moral purpose, so that they transcend their personal interests and work for the collective benefit, in the process fulfilling a higher-order need.

When the two (i.e., transactional and transformational leadership) are combined, personal goals and interests are not abandoned, but they are harmonized with the collective goals and interests.  The activities and objectives of the organization are aligned with the activities and objectives of the individual, and vice-versa, in the process of engaging the employees, their skills, creativity, and special knowledge in the tasks of the organization.