Leadership Theories - Essay Example

Leadership Theories Research Paper Transformational leadership Establishment of a productive workforce form part of the objectives of most organization. Transformative leadership is a leadership style that ensures advancement of both the leaders and followers in an organization. The eventual effect of transformational leadership is for the followers to become leaders one day. Usually, the leadership style is evident at all levels, for instance departments, teams, divisions and in the larger organization. Transformative method of leadership up scales the morale and performance of employees or the followers in an organization (McCleskey, 2014). Leaders who use this theory in their organizations exhibit focus, vision, inspiration and risk-taking traits. They possess a charismatic charm in transforming the organization through influence on the employees. Ethically speaking, a transformative leader must only influence the followers in a positive manner. The characters or strategies shown to the employees should be within the ethical requirements of the organization or professional field in question. The objective of a transformational leader is to change the organization positively in all aspects. Transformational leadership is increasingly becoming popular in some sectors due to its effectiveness in ensuring improved performance. Transformative leaders not only influence the followers and other junior members of the organization but impacts also on other leaders. Through the influence, other leaders become agents of change i9n the organization. Followers respect, admire and the transformative leaders. Based on the description by the proponents of the theory, transformational leadership has four components. The components include intellectual stimulation, individualized consideration, inspirational motivation and idealized influence. Through these components, the leader is in a better position to make decisions that will initiate a positive change in the whole of the organization. Through intellectual stimulation, a transformative leader can make decisions in a manner that does not appear to challenge other leaders within the organization. The leaders encourage the followers to adopt creativity when undertaking their duties. Creativity offers the followers opportunities to innovate and learn. The leader can make the decision intellectually without any member of the organization feeling victimized. The second trait that is common among ethical leaders who utilize transformational leadership style entails individualized considerations (Grants, 2012). It entails encouraging and supporting the followers at personal level. The leaders keep open communication with the followers so that they can share and offer appropriate advice to the followers. Transformative leaders recognize the contributions of each follower to the company through free sharing of the ideas. Idealized influence assists transformative leaders to act as role models for the followers. Through the trust and respect for the leaders, followers believe that the example set by the leaders is the right one. They emulate and practice the ideals of the leaders. The leader has the obligation to consider the ethical implications of the decisions made if adopted by the followers. The decisions and programs formulated must adhere to ethical standards for them to be viable for emulation by other members of the organization. The leaders maintain high ethical standards and ensure their followers are the first to benefit before them. The last component of the transformational leadership is inspirational motivation. The leadership needs to promote, in an ethical manner, the vision, mission and certain values to the members of the organization. The followers undergo inspiration so that they know exactly what they want whenever they interact. Transformational leadership provides the followers with a sense of challenge and value. Ethical perspectives Of the ethical perspectives, altruism and utilitarianism are applicable to transformational leadership. In altruism, the leader considers the interests of the followers before personal needs (Schermerhorn, 2012). Accomplishment of the interests of the followers precedes the leaders’ needs. Altruism enhances ethical behavior and performance of the organization. Incorporation of altruism in transformative leadership helps the followers to transcend personally in line with the vision and mission of the organization. Ethical leaders exhibit altruism. Altruistic tendencies motivate ethical acts of a transformative leader. When making an ethical decision, a transformational leader need to consider the effect of the action other members of the organization, in particular the followers. From the definition, transformative looks at the benefits of the followers first. Because of the special interest in the followers, the result of the decision made must coincide with the objectives of the organization and serve the interest of the followers. In addition to intellectual capability, altruism assists the leaders to determine the difference between morally right and evil acts. They therefore must make effort to incorporate altruism into their decision-making. The strategies, guided by the motives and acts of the leader come from the leader’s character. Being a role model to the follower in terms of ethical behavior and performance of given tasks, the leader must exhibit high level of conscious in matters that have direct influence on other people. It is without a doubt that leaders form the core of an organization their behaviors affect the perspective of the employees. When they do not consider the interests of others, the incoming leaders from among the employees may emulate such traits. Such instances may compromise the performance of the organization. Another ethical perspective in transformative leadership is utilitarianism. The primary idea of utilitarianism is that irrespective of actions being ethically right or wrong is dependent on the outcome (Kimberling, 2008). According to utilitarianism, the sole function of morality is to make life better. Utilitarianism achieves this through a bias towards good actions relative to bad things. In most cases, transformational leaders have the ability to foresee the outcome of their decisions. Due to the focus on the interest of the followers, the leader has the obligation to ensure that only the strategies that will produce positive results on other members of the organization remain within the policies. In making decisions, leaders consider two aspects of utilitarianism that is, general rules and particular actions. The former, referred to as rule utilitarianism is applicable in determining the morality of a decision-making it vital in transformative leadership. Act-utilitarianism helps in determining the action that will give good results when undertaken. Of the alternative actions, the right act gives the best results. References Grant, A. M. (2012). Leading with Meaning: Beneficiary Contact, Prosocial Impact, and the Performance Effects of Transformational Leadership. Academy Of Management Journal, 55(2), 458-476. Kimberling, S. L. (2008). Ethical Reasoning and Transformational Leadership: An Investigation of Public Sector Leaders. Hong Kong: ProQuest. McCleskey, J. A. (2014). Situational, Transformational, and Transactional Leadership and Leadership Development. Journal Of Business Studies Quarterly, 5(4), 117-130. Schermerhorn, J. R. (2012). Organizational behavior. 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