Executive Leadership In Relation To Company Success Essays

Transformational leaders and transactional leaders differ from one another in the manner that they encourage and motivate those who follow them. Transactional leaders are defined as those who focus on monetary and tangible rewards as motivational tools for the daily operations (Marquis & Huston, 2015). Transactional leadership is associated with a clear organizational structure in which managers and subordinates understand their roles and know from whom to receive reward and feedback (Cherry, 2015). This type of leadership style focuses on motivation for the here and now to accomplish daily tasks at hand. This leadership does not focus on forward thinking or growth towards the future (Gellis, 2001).

This article addresses the full range model of leadership which includes laissez-faire behavior, transactional leadership, and transformational leadership. The model conceptualizes leadership in terms of the behaviors associated with various styles and this conceptualization has been empirically supported. In this article the personality traits of managers using different leadership styles are explained in terms of, and add to, the description of these styles. Members of a management team were assessed in terms of their preferred leadership styles and two groups were identified. Some of the managers relied on both transformational behaviors and active transactional behaviors with an absence of behaviors associated with passive styles. Trends were observed when comparing the profiles of the managers in the two leadership groups. Transformational leadership was defined in terms of the interpersonal more than the visionary aspect of leadership with interpersonal styles and work and social ethics being emphasized.

Two different leadership styles, which were first identified in 2004 by a noted scholar named Burns, are transactional and transformational leadership (Marquis & Hutson, 2009). Transactional leadership is a more traditional style of leadership and it is where the leader sets goals, gives directions, and uses a reward system to motivate employee’s behaviors related to

Transformational and transactional leadership are two leadership styles have been identified that offer profound influence on employee’ perceptions and behaviors toward management and determine followership (Mosely & Patrick, 2011). These styles are polar opposites and span cultural and organizational boundaries. At some point in their career a leader

Transformational leadership theory applies four factors for leaders to influence employees to perform beyond their abilities. These factors describes leaders that promote leadership through idealized influence, inspirational motivation, intellectual stimulation, and individual consideration (Shresh & Rajini 2013).Transformational leaders are deem as the most effective leadership style because of their character strengths as a excellent role model who leads by example and manage people based on their strengths and weaknesses to optimizes the organization performance (Shresh, & Rajini, 2013). Transformational leaders are known to reward, encourage and mentor people based on performance through inspiration, creativity, and innovation to solve problems to exceed expectation of the organization (Smith,

Collins said something that really stuck with me, “level 5 leaders channel their ego needs away from themselves and into the larger goal of building a great company. It’s not that Level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious-but their ambition is first and foremost for the institution, not themselves” (Collins 21). More companies need to have the mindset of a level 5 leader, because they are very unique and essential for the success of a company. People must be patient, and the profits will come. Level 5 leaders care about the company as a whole and they listen to what their employees have to say. These leaders give authority to people and credit to the people who do the work. Managers and leaders rely on the lower end people for their business to succeed. Treating other people the way you want to be treated is how people should operate in a business. Appropriate behavior and rewards are incentives for an employee to be more productive.

Transformational leadership comprises four components: inspirational motivation, idealized influence, individualized consideration and intellectual stimulation. The transformational leadership style can create positive outcomes for followers, which is a positive reflection of their leadership style. The transformational leadership style also has its dark side. Schuh, Zhang, & Tian (2013) describes two types of transformational leadership style, the first type of transformational leadership focus on altruistic goals and common good and behavior characterized by high moral and ethical standards. The second type of transformational leadership style is self-centered, focuses on their own status, authority, power, and position at the expense of

These two styles are transactional and transformational (Cox, 2001). Transactional leadership is understood to focus on the leader’s role of supervision, organisation and revision of group performance (Bass, 1990). Transactional leadership is the style of leadership that promotes compliance in ones employees through rewards and punishment. Transactional leadership differs from Transformational leadership through its approach to not want to change the future, just keep things running the same. Transactional leader focus on their employees tasks, efficiency and effectiveness.

Transactional leadership (Tomey, 2009) focuses on management tasks and trade-offs to meet the goals by exchanging rewards for performance, and in maintaining the normal flow of operations (as cited in Marquis & Huston; Ingra, 2016). Transformational leadership is inspirational leadership that promotes employee development, attends to the needs and motives of follower, inspires through optimism, influences changes in perception, provides intellectual stimulation, and encourages follower creativity (Tomey, 2009), that goes beyond managing day-to-day operations (Ingra, 2016). Both leadership styles are needed for an organization to succeed in this modern age, due to diversity of workers and customers we have.

Leaders are often described as being prepared with different approaches, a plan and the desire to direct their teams to accomplish future goals. Both leadership styles are needed for leading a successful organization. Transactional leaders provide different advantages through their capabilities of addressing small effective details quickly (De Oliveira Rodrigues & Ferreira, 2015). Transactional leaders also handle all details that come together to build a strong name, while keeping employees productive at all times (De Oliveira Rodrigues & Ferreira, 2015). Different management styles are best suited for different situations. Transformational leadership inspires leaders to advance each another to higher levels of motivation (Mathew & Gupta, 2015).

Are you ready for a change? Transformational leaders pave the way for implementing change. Transformational leaders are visionaries who do not look at today without envisioning a better tomorrow. Smith (2011), states that this leadership style focuses on not only the leader, but also the contribution of others. This shared involvement is considered an essential part of the vision strategy.

Transformational leaders set the organizational values, aspirations, and ethical measurements required. Additionally, the result of the transformational leader concerns them with creating growth of the follower. Developing the followers into leaders through coaching, directing, and raising their awareness levels to know or expect the unexpected and the overall issues of consequences. This development builds a collective future through the shared values of the leadership and the followership. The developments further drive the followership to accomplish the necessary right and appropriate good that falls within the vision and mission of the organization. Believing in the core organizational values, the transformational leader expects high performance from the followers. The followers enter the process of being a transformational leader by adding increasing influence, inspiration, and intellectual stimulation from the leader. This leadership style engages the follower and increases the expectation and set in motion a value that projects future achievements (McCloskey, 2015). All three styles complement the current leadership genres.

Two main categories of leader exist in the workforce: transformational and transactional. Both have the ability to develop high levels of emotional intelligence and perhaps an emotionally intelligent super star will default to one leadership style over the other depending on the situation. Each style has its own characteristics but this however doesn’t mean that one is right or wrong or that they are completely unrelated. In actuality “This means a leader can be both transactional and transformational and that hat transformational leadership builds on transactional leadership” (Bryman, 1993, p. 459)

Lastly, and most successfully, there is the transformational view. The transformational idea of leadership is the most direct approach. It encompasses the ideas of both transactional and laissez-faire in a way that still allows for open, easy communication but elevates employees to a level of self-responsibility for their job and performance (Men, 2014). The transformational subtype is an environmental change that allows for the leader to work as a mentor, mediator, and director all the while nurturing and motivating

Within each organization there should be effective leaders who should be able to maintain an organization’s vision and mission. These leaders are part of the management that can effectively lead a growing organization to succeed. There are various tools such as character traits, influence, persuasion, and change which can help an effective leader manage. A manger/leader should be prepared to persuade and influence others by using their character traits. Theories of leadership, management, and influence and change will be a major topic in this paper. This paper will discuss each of the elements of leadership and management, and how influence, persuasion, and change can affect the outcome.