Leadership theories have evolved through time and manifest discovery of new concepts that affect and influence disparities in application. In the health care setting, the role and responsibilities of leader…
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The following questions would like (Drenkard, 2013)wise be appropriately addressed: (1) is the style currently being used? (2) Has it been revised? (3) If it is being used, in what area is it used most often? The chosen leadership style would be expounded, as stated; and provide details if it was found to have a place in health care today.
The definition of transformational leadership was described by Johnson & Potts (2012) as an “action-based leadership style that recognizes the need for change, which is guided by admirable influence, inspirational motivation, intellectual stimulation, and individualized attention” (p. 12). This was corroborated by Clavelle (2012) who described transformational leadership as “striving for open communication and fostering change in an environment of shared leadership and decision making” (p. 345). From these definitions, it could be deduced that as perceived from the word ‘tranform’, this style of leadership aims to change some facets of the work setting towards remarkable improvement, growth, and professional development. In fact, Leach (2005) emphasized that “transformational leadership is a suitable approach in organizations requiring change, development, initiative, and creativity in turbulent and uncertain environments” (p. 228). This statement therefore indicates that there are some conditions or situations that were deemed to be emergent prior to confirming that the tranformational leadership style is appropriate. The conditions include: (1) current status being in a turbulent or substandard scenarios; (2) there are opportunities seen that would significantly improve the current work environmen; and (3) proposed changes would bring the organization or its stakeholders to unprecedented heights of professional growth.
The concept of transformational leadership, reported to have been initiated in 1978, was attributed to
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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.
Organizational leaders can actually avoid slow death and accept deep change if they are concerned with the sustainability of their organizations. Most workers become victims in organizations, both because of their choice and leaders’ laxity. People who are
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