Components of Transformational Leadership Theory Essay

909 Words 4 Pages
Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, …show more content…
Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration in order to achieve success.
Idealized influence includes attributes and behaviors that promote respect, trust, and admiration amongst followers. It can be defined as charismatic leadership that allows leaders to set themselves apart. Yet, this feature has been hard to quantify. In a retrospective study of 1,376 nurses, transformational leadership behaviors were evaluated to assess their correlation with organizational improvement and leadership effectiveness (Hargis, Watt, & Piotrowski, 2011, p. 58). Selflessness, honesty, courteousness, and confidence exhibited the highest correlation with employee satisfaction, low work stress, and retainment. Qualitative
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