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According to some sources, this technique of leadership is comprises of four key aspects. The relationship between the person in charge and the populace depends on the swap over level. Therefore, the great exchange value translates to stronger relations. The barter approach is another characterizing the above leadership. This is because the leader expects returns for the services rendered to the people (Beerel, 2009). The leader pursues outlay gain economic trade in order to meet people’s substance and intuitive needs in return for constricted services by inferiors. Additionally, transactional leadership does not change the organizational structure. Therefore, it is evident that this form of leadership system is all about necessities, state of affairs and loot.
According to James Macgregor, transformational leadership theory is built on a clear vision of the people’s goals. In the above system, leaders and supporters work in unison thus progressing to greater heights in the business performance (Lussier, 2009). The strength of their dream and character enables such to motivate other workers thus achieving the organization’s goals easily. Similarly, the transformational leadership also encompasses of four aspects. One of them is the individualized contemplation. This entails the submission of support and encouragement to the workers.
In order, to further maintain good relations, leaders uphold open lines of contact in order to encourage the employees to share their views on all issues. In addition to the above, the transformational leaders ought to recommend direct acknowledgment of other individual’s contributions (Lussier, 2009). Secondly, the rational inspiration transformational leadership utilizes each other’s resourcefulness. This is made possible as workers endeavor to discover new habits, which create opportunities. Thirdly, there is the element of heartening enthusiasm. Transformational leaders encompass a clear vision that
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To determine the leader’s leadership style, he created the Least Preferred Coworker (LPC) questionnaire to measure whether a leader is task oriented or relationship oriented. The LPC questionnaire has 16 opposing adjectives such as pleasant-unpleasant, efficient-inefficient, open-guarded, supportive-hostile.
According to the research leadership is quiet often divided into two broad categories; transactional leadership and transformational leadership. Transactional leadership involves constant interactions with the leader and the subordinates. Relationship building between the leader and the followers is the core of this type of leadership style.
These types of leaders are also described as wilful in the sense that they do everything within their means to pursue the goals or objectives of the company while still maintaining proper professional ethics. In comparison to other types of leaders, level 5 leaders have been known to transform mediocre companies into being one of the best in the industry during their terms in office.
People oriented leaders treat people on the dame avenue and never discriminate. They are approachable and friendly. They consider listening to the wellbeing of everybody in the group or team. When the team members are in need of advice the people oriented leader is available to help.
A job profession that requires a person to have leadership skills is management, but leadership is not limited to managerial positions. Any person can become a leader. Formal leadership is exerted due to the job position of the individual, while informal leadership is exerted by persons who become influential because they have special skills that meet the resource need of others (Schermerhorn, et al.
Burns (1978) invariably identifies a set of norms for each leadership style, i.e. transformational and transactional. His theoretical conceptual framework of analysis has a universal tone of agreement among scholars though the learning outcomes of research efforts have greatly focused on the contingency model building capacity rather than independent overarching framework creation.
The author states that the interest in transformational leadership is as a result of two tendencies. First, important international changes in the economy from the early 1970s meant that a lot of large companies in the west, such as AT&T and General Motors had to put into consideration extreme changes in their methods of conducting business.
this regard, the paper intends to draw attention towards the growing significance of the transactional and transformational leadership along with their diverse roles towards the organisation, which becomes highly crucial when implementing change. In order to assess the major
A leader should be a good decision maker and possess the ability to manage every situation effectively. Leadership plays an important role in nursing for which it has become one of the most significant issues of the era. It has become very essential for the health care
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