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Transformational Leadership in Sianguna Highschool - Case Study Example

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The successful leadership of Siangua Highschool arises from transformational leadership. Cherry briefly explains that, "Transformational theories focus upon connections formed between leaders and followers. These leaders motivate and inspire people by helping group members see the importance and higher good of the task…
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Transformational Leadership in Sianguna Highschool
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Limits of Transformational Leadership in Sianguna Highschool The successful leadership of Siangua Highschool arises from transformational leadership. Cherry briefly explains that, "Transformational theories focus upon connections formed between leaders and followers. These leaders motivate and inspire people by helping group members see the importance and higher good of the task. Transformation leaders are focused on the performance of group members, but also want each person to fulfill his or her potential." The study showed the ideal transformational leadership at work but fails to mention its disadvantages. The study did not tackle nor show problems or issues arising from the following issues of:
I. Absolute democracy in decision making breeds long tedious processes and deliberations leading to a slow determination or resolution of problems
II. Adherence to the traditional breeds complacency and resistance to change.
III. Preference to short term goals limits growth and hampers progressive direction.
All these issues arose from the causal factors as analyzed below and its consequent recommendation follows.
I
Siangua Highschool implements a leadership system wherein the all stakeholders participate through a school committee called the Site Council. The Principal acts as a facilitator. In this leadership system all are encouraged to participate and thus are given the opportunity to voice out their ideas, concerns and suggestions. This is the very essence of transformational leadership wherein "the leader must master the process that involves a whole organization in what amounts to a collective creation." Because of the need to get everybody involved, active participation cannot be avoided. Hence, with everybody given time to voice their thought, debates, and a lot of discussions ensue before plans or decisions are reached. Interviews contained in the report evidences that there are a lot of e-mails, messages, memos are passed prior to every meeting thus are just part of the additional costs that the school has to suffer. Processes are lengthened such that before a decision is reached on an issue it will have to pass through a lot of debates and discussion. Thus by the time a decision is reached the same may be too late to pass upon urgent matters.
The possible solution to hasten the process of decision making is to create small groups to address specific concerns. The same may be made subject to another group that will conduct a review of the initial group's decision. Members of the group assigned to specific concerns must be knowledgeable on the issues based on experience and educational background. This would provide a solid foundation and can help explain issues to those who do not have the same background.
Suggestions regarding issues may be written down by those interested in participating in the discussions. These may be grouped and scheduled for hearing. This would facilitate faster discussions and deliberations since suggestions are consolidated, perfected and resolved in one sitting.
II
Transformational Leadership seeks to constantly remind its followers to commit to the vision. In Siangua Highschool this is depicted as the passion that motivates each and everyone to participate in the system. The Transformational Leader sustains this by the use of ceremonies and rituals. This elicits mere small changes that differ from the traditional as an indicator of progress. In Siangua Highschool the Transformational Leadership is evident when issues of changes do not conform to tradition and thus are not allowed to continue. This has the effect of hampering the personal and professional growth of the school, teachers, as well as the students. Risks, meaning actions deviating from tradition, although supported by the administration are often limited in scope or are generally not allowed.
To test the extent of risks, perhaps a group may be formed to conduct or investigate on the proposal containing risks prior to discussions on the said changes. Having experience the risk, these group members are at a better advantage to evaluate and discuss its risks. By resorting to this recommendation the school can move forward, taking safe and intelligent risks rather than just not taking those risks because they go against tradition.
III
In the democratic processes of Siangua Highschool, all are considered leaders. Thus plans for the curriculum and the school are deliberated for mere short term goals. Because of the representation of so many leaders, strategies continually change. They consider this as an advantage for they can adapt to all sorts of scenarios and problems. The downside of this is that there is no long term goal that binds all changes or developments. Short term goals addresses problems but it will not bind the short-term goals a larger goal. This therefore limits the growth of the school in all aspects. Long term goals are necessary as a direction to guide the school towards a bigger purpose.
The recommendation is to create long term goals and assign members to assess that the short term goals that although are constantly changing may be tied up to this long term goal.
Sources:
Cherry, K. Leadership Theories - 8 Major Leadership Theories retrieved on 4/4/10 at http://psychology.about.com/od/leadership/p/leadtheories.htm
Class lectures on Transformational Leadership Read More
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