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Leaders have the responsibility of identifying the causes of slow and adopt a transformational leadership strategy to limit the adversities associated with slow death.
One of the elements of transformational leadership is individualized consideration. A transformative leader attends to the needs of his followers in the organization. Through adopting a transformative leadership, leaders in the institution will give empathy and support, keep communication open and place beneficial challenges before the followers. During the process of extensive communication, institutional leaders will have the opportunity to identify possible evidences of slow and death counteract them before they mature (Verlage, Rowold & Schilling, 2012). Additionally, transformative leaders have a will and aspirations for self development in addition to intrinsic motivation towards their work. Chances of transformative leaders experiencing slow death are minimal because they have the intellectual stimulation to adopt innovation and creativity when approaching organizational problems.
According to Shields (2011), deep change is a function of discipline, courage and motivation. Leaders can achieve inspirational motivation if they are transformative leaders. Leaders with inspirational motivation are usually challenged to leave abandon their comfort zones, convince themselves about optimism concerning future goals, and provide meaning for task at hand. This motivation can also be translated into junior employees to develop a strong sense of purpose for work. Inspirational motivation prevents possible victimization, psychological death and even active exit because it does not allow postponement of responsibilities (Verlage, Rowold & Schilling, 2012). Situational leadership model also focuses on self-motivation as critical element of proper leadership. The proponents of
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In today’s dynamic world of rapid change and increasing globalization, there should be a leadership format that is more streamlined and useful for all different types of organizations depending on their externalities or internal processes of managing people.
The world today is indicative of a rapidly changing environment fuelled with a series of revolutionary technological advancements. This paper aims to discuss, analyze and review the impact of transformational leadership on change management and the role and influence of the same on the overall organizational culture.
This paper examines the concept of transformational leadership. It begins by identifying the default position of leadership in organizations, which is transactional leadership. From that point, the paper goes on to evaluate the role of transformational leadership as an improvement and replacement of transactional leadership.
Therefore, businesses strongly rely on developing and retaining leaders who are capable of actively involving themselves in professional leadership behaviors including the development of processes that will enable a more successful goal accomplishment, establishing an attainable goal, and creating trust as well demonstrating concern among members.
Various authors have suggested that different theories in leadership such as trait theories, behavioural as well as contingency theories have been developed to explain the impact of leadership styles on the performance of the organisation as a whole. However, recent studies have shown that transformational leadership is more ideal during the contemporary period since it is adaptive to change.
The author provides an excellent fictional example of a Transformational leader as Sergeant Apone, better known simply as Sarge, from the film Aliens. He is the first one out of stasis with his feet on the floor, a stogie in his mouth, and a smile on his face, crowing, “All right, sweethearts, what are you waiting for?".
Transformational leadership is a leadership style or approach which basically motivates change within a group, organization, culture or the way of doing things for a common purpose of achieving goals with effectiveness (Nazari & Emami, 2012). Many views have been postulated by researchers on what transformational leadership is, what the characteristics of a transformational leader are, and on the effectiveness of this leadership trait within an organization.
This kind of leaders is more concerned with the growth of the team. However, this kind of leadership is almost similar to the inspirational leadership in most elements. Participation and engagement of everyone in decision making is very crucial in retaining and attraction of great people4 in business (Ciulla 179-181).
According to the report leaders represent the organizational culture and assume immense potential to increase the productivity of the followers with implementing the right strategies and plans. Charismatic and transformational leadership are two of the most fundamental types of leadership and this paper discusses them.