Transformational Leadership Be Able to Transform Organizations - Essay Example

Transformational Leadership Be Able to Transform Organizations Name of Student: Name of Course: Name of Instructor: Date of Submission: Transformational Leadership Be Able to Transform Organizations Leaders are have a special place in organizational management. Generally, they are expected to transform organizations into mega companies. It is a common thing to hear of praises of specific leaders for their input top their organizations for instance Steve Jobs and Apple, Sir Richard Branson and Virgin Atlantic and Arsene Wenger and Arsenal Foot ball club. The key underlying factor in leadership is its ability to lead an organization towards its goals. This has necessitated the need for transformational leadership. Looking back in history, it can be noted that each generation have been marked by a specific leadership style. From the times when authoritarian leadership was upheld to the times of paternalistic style, laissexx faire , democratic, transactional and most recently transformational leadership. On this point it is worth noting that transformational leadership has received considerable focus from professional and scholars throughout the world (Humphreys & Eistein, 2003). Transformational leadership is a leadership style in which a leader is supposed to influence an organization positively (Pounder, 2003). Ideally, it can be acknowledged that transformational leadership has much dependence on the leaders’ ability to influence an organizational positively. For this reason, there are specific characteristics which a leader must exhibit so as to be regarded to as a transformative leader (Stone, Russel & Paterson, 2004).key to the aims of transformative leadership is its ability to transform an organization. However, this ability is dependent on several factors. The following essay discusses how transformational leadership is able to transform organizations. Before going into an in depth discussion about transformative leadership, it is important to identify what organizational transformation is. Organization transformation is the gradual change of an organization towards a given set of goals. Organizational transformation is a must for any organization which embraces sustainability. Generally, the business world is dynamic in nature. In order for an organization to be able to adapt to the changes which occur with time; it must change to perception to business in addition to its operations (Huzynski, 2007). This calls for organizational transformation. It is also important to note that organizational transformation is a daunting task (Taylor & Cooper, 2007). In fact, the success of change is not guaranteed and depends on major operational factors. Owing to this reason, there is an utmost need of effective change management so as to ensure that an organization achieves its goals and objectives (Thomas, 2007). On this point, it comes out clearly that leadership is an important factor in organizational transformation. This brings in the need for a transformational leader who is able to lead an organization towards its goals. A transformational leadership framework enables an organization to share a common goal, to acknowledge why change is necessary hence making all the stakeholders in the organization ready for change. Owing to the fact that change can be threatening to an organization, modern professional and scholars have embarked on studies which are aimed at identifying the best ways of undertaking organizational transformation successively. One of the main ways which has been identified as a having an ability to enable successful transformation is strategic transformation (Vithessonthi & Thoumrungroje, 2011). Strategic transformation enables an organization to work against a specific game plan; hence being able to streamlines its resources towards achieving its main change objectives. Transformational leadership is a leadership style which has received much focus from the 1990’s. Its ability to transform an organization is coined around four main elements (Pounder, 2003). Firstly, a leader is able to transform an organization due to his or her idealized influence. Generally, transformation of an organization is based on a vision and a mission. A transformational leader provides an organization with a vision. Under the vision the leader outlines specific goals and objectives which an organization is supposed to achieve with a given time frame. The transformational leader is instrumental in ensuring that all the stakeholders in the organization acknowledge the need for the achievement of the specific goals; hence leading to a shared vision. In addition to this, a transformational leader provides the organization with a definite mission. The mission outlines the various ways in which an organization will be able to achieve its objectives. Key to transformational leadership is the leader’s ability is to gain respect and admiration from the followers there by influencing them to his or her ways (Den,Van Muijen & Koopman, 1997). According to Pounder, such transformational leadership is supposed to elicit enthusiasm and inspiration to the subordinates; hence giving them a sense of the urge to change and forge forward towards achieving the outlined goals. From the above discussion, it can be acknowledged that a leader is a bale to transform an organization via his or her idealized influenced on the subordinates. A leader is also able to transform an organization due to his or her inspirational motivation to the subordinates (Hinkin & Tracey, 1999). On this point, the transformational leader upholds the need to present himself or herself as a model to the subordinates. A transformational leader leads by example, hence emphasizing the need for him or her to be a source and executor of the organizational strategies. Ideally, a transformational leader is leads the organization from the front / on the ground. By doing so, the leader will provide a good example to other stakeholders in the organization. A transformational leader is also a good communicator (Hinkin & Tracey, 1999). He or she motivates the subordinates by communicating to them (Wim, 2005). On this point, there is a need for an organization to have a sense of a shared vision which enables it to streamline its resources towards specific goals. This element is supposed to bring out the ability of a leader to rally the organization behind a specific vision and mission. All the above enables the leader to inspire and motivate his or her subordinates hence enabling him to transform an organization. The ability of a leader to bring about individual consideration enables him or her to transform and organization. Individual consideration is focused on indicating a leader’s degree of care to the developmental needs and specific stakeholders in an organization. In this mindset, a transformational leader coaches individual members in line with the need to embrace organizational transformation. He or she is responsible for the training of the individual members; a phenomenon which empowers them to be able to counter the challenges and requirements of the transformation set to be undergone by an organization. Individual coaching goes hand in hand with mentoring. On this point, a leader mentors individual members towards transformation. The leader is also supposed to create a link between the organization’s mission and the needs of individual members. From the above, it can be acknowledged that individual consideration of a leader enables him or her to transform an organization A leader is also able to transform an organization by intellectual stimulation (Kelloway, Barling, Kelly, Comtols & Gatien, 2002). On this element, a leader changes the intellectual reasoning of the individual members in an organization. It is important to acknowledge that transformation starts in the mind. For this reason, a transformational leader must have the capacity to change the intellect of the stakeholders so as to increase their chances of embracing change. A sure way of stimulating the intellect of the individual members is by stimulating them to think of the old ways in which things were done and indicating to them things on the old system which needs to be changed in order to increase efficiency. This has an ability to plunge the minds of the individual members into thought which will in turn lead to intellectual stimulation and ultimately preparing them for transformation (Sandhu & Kaur, 2010). The preparation for transformation enables a leader to influence organizational transformation. The above section has been able to give an insight into why a leader is able to transform an organisation. But what is the relationship between transformational leadership and organizational transformation? Firstly, it can be acknowledged that transformational leaders are focused on development and change. This focus on change enables them to effect transformation in an organization. Comparing transformational leaders and other leaders for instance transactional leaders, it can be acknowledged that the transformational leaders are geared up towards organizational transformation (Bass, 2000). This crucial aspect of management puts an organization at the best chance of achieving its goals and objectives. Ideally, an organization should employ the most appropriate organizational leadership/ management according to its operational demands. For this reason, the transformational leadership style comes in handy to organizations which are focused on undergoing transformation (Bass, 2000). This acknowledges that the nature of transformational leaders enables them to influence organizational transformation. Transformational leaders also have the ability to develop and manage an organization through change. Transformational leaders are able to provide a link between an organization and the requirements of change, hence leading to the successful execution of change in an organization. One of the key requirements of organizational transformational is readiness for transformation. On this point, it can be acknowledged that an organization must be ready for transformation for the transformation to be successful, transformational leaders empower the stakeholders concerned to see the need for transformation; hence encouraging them to work towards ensuring that its successful implementation. Secondly is the need for a definite plan of action to achieve the transformation’s goals and objectives. Transformational leaders uphold the need for a clear vision and mission of change. A vision statement presents specific goals which are to be achieved within a specific time frame. Transformational leaders encourages for the sharing of the vision, hence streamlining an organization’s resources towards achieving the specific set of goals and objectives (Smith, 2006). The mission outlines the ways in which an organization will be able to achieve the vision. The mission outlines the requirements of the change for instance the resources required amongst others. The vision and mission are contained in a strategic plan which indicates the expected state of an organization within lapse of a specific time frame (Steven, 2010). This enables leaders to transform organizations. Thirdly, organizational transformation calls for continuous monitoring in a bid to bring a sense of management and control to the transformation. This enables the management to detect anomalies at an early stage, hence enacting measures which enable it to counter them in advance. Transformational leaders are focused on individual consideration which ensures that the management is knowledgeable of the occurrences on the ground. Lastly, transformation needs to be guided into an organization. On this point, it is worth noting that transformation has a substantial impact on an organizational culture hence necessitating the need for proper management and guidance so as to ensure that the right culture is achieved. Transformational leaders motivate and influence individual subordinates which ensures that the individual members in an organization are transformed; hence leading to successful organizational transformation. Although transformational leaders effective in effecting organizational transformation, they are subject to some degree of criticism. Firstly, it can be noted that transformational leaders are subject to personal perceptions by their subordinates (Walton, 2013). Personal perceptions give yield to perspective taking where an individual takes the look of a situation from another person’s view point (Gregory, Moates &Gregory, 2011). Looking at transformational leaders, it can be acknowledged their success is based on the ability of the subordinates to look at the organization situation from the perception of their leader. If they fail to conquer, they will have different perception as to what is supposed to occur in the organization, ultimately leading to a crisis and a failure of the transformation. Lastly, the personality of the leader has a great influence on his or her ability to transform an organization (Hackett & Wang, 2012). If the leader does not exhibit characteristics which enable him to influence the organization in the right way, transformation becomes hard to achieve or the organization head the right direction (Hautala, 2005). For this reason, there is a need to have a system where by the organization remains a going concern; that is its future is not dependent on a single individual (Krishnan, 2005). Concluding, this essay has been able to give an in depth insight into transformational leaders and organizational transformation. The essay started by introducing the topic of the essay and also stating the thesis statement. The essay then gave an insight into organizational transformational and change. In the discussion, it was identified that organizational change is a threat to an organization’s stability and sustainability if it is not managed well. The essay recommended a need of a good management system which gives an organization an increased success in transformation. The essay then gave a deep insight into transformational leaders and their ability to effect organizational transformation. The four ‘Is’ of transformation leadership; intellectual simulation, individualized consideration, inspirational motivation and idealized influence were expounded to see the relationship between organizational transformation and leaders. It was also identified that transformational leadership is one of the more recent styles of leadership hence the much focus accorded to it. The essay gave a discussion on the relationship between transformational leadership and organizational transformation. It came out clearly that transformational leaders have the ability to see an organization through a successful transformation. The essay then gave a critical look at the transformational leadership style where it was identified that it is affected by the personality of the leaders and perspective thinking. From the essay, it can be concluded that transformational leaders can be able to effect organizational transformation. References Bass, M., (2000).The Future Of Leadership In Learning Organizations, Journal Of Leadership Studies, Vol. 7 No. 3, pp. 18-40. Den, N., Van Muijen, J., & Koopman, P., (1997). Transactional Versus Transformational Leadership: An Analysis Of The MLQ”, Journal Of Occupational And Organizational Psychology, Vol. 70 No. 1, pp. 19-29. Gregory, B., Moates, K., &Gregory, S., (2011). 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