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There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

The concepts are more broadly focused on what the leader does versus other models. This researcher also suggests the following weaknesses; lack of conceptual clarity, validity concerns, the trait effect, solid facts that this theory has actual transformed organizations and the follower with the potential for use abuse (2016). Researcher Bass suggests that ones’ morals, ideals, attitudes and goals define the transformation process (1998). Supported by author Conger who suggest that transformational leadership happens when there is a vision, motivation, commitment, support and patience as it relates to the implementation of the process

(1990). From transactional to transformational leadership: learning to share the vision. Organizational Dynamics, 18, (3), Winter, 1990, 19-31.

Bass, B. M. (1990, Winter). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, pp. 19-31.

Transformational leadership theory is one of the most prominent leadership theories in organisational psychology (c.f. Lowe & Gardner, 2000), and has been shown to predict a wide range of individual and organisational outcomes across a diverse range of contexts including military, (Bass, Avolio, Jung & Berson, 2003; Dvir, Eden, Avolio and Shamir, 2002; Hardy et al, 2010), business (Barling, Weber & Kelloway, 1996; Judge & Piccolo, 2004; Kelloway, Turner, Barling & Loughlin, 2012), sport (Arthur, woodman, Ong, Hardy & Ntoumanis, 2012; Callow, Smith, Hardy & Arthur, 2009) and education (Chin, 2007; Leithwood & Sun, 2012; Mawn et al, 2014). Outcomes associated with transformational leadership are as broad as organisational

Research indicates that there are a vast number of approaches and theories for assessing effective leadership and behaviors. One theory that seems to be the most popular by Bass was transformational leadership. This theory and hypothesis involve idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Transformational leadership has all the characteristics that dictate a leader’s relationship with followers. As we delve into the study of leadership we will find several common themes: effective leadership theories, relationships with followers and the results of getting followers to go beyond what is asked of them based on influence and motivation.

Nowadays, transformational leadership theory has been applied to many different industries, such as manufacturing, pharmaceutical, service industry and even in education (Covey, 2007). A large number of researchers have

I chose the theme “Literature is counterbalanced” because the passion and appreciation the narrator has for literature is counterbalanced by bitter disappointment. I chose literature as the first word because literature is the one of the main focuses of the story and it is the reason why this competition of winning a chance with a writer is brought up. I also chose counterbalanced to emphasize the fact that his love for literature is weighted out at the end of the story by disappointment when he is caught for plagiarizing. The students compete with one another, using their knowledge and their pens to win the

The primary segment assessed initially is about my rudimentary personality. I scored a 10 out of 10 in Agreeableness and a 9 out of

I will be utilizing the Transformational- Transactional leadership theories to carry out this analysis. Relevant issues/challenges will be highlighted and I will end this with my recommendations on which type of leader I think is best suitable.

Peter Northouse in his work on leadership highlights the significant differences between transactional and transformational leadership. Northouse skillfully paints for his reader a picture of transformational leadership as an effective tool beneficial to the leadership arsenal. At the heart of transformational leadership as the name suggests is

For this reason, it is important for retailers to be aware of and adjust to

Boosting morale, increasing motivation, and elevating job performance of followers are all dynamics of a transformational leader. Transformational leadership can be defined as a leader’s approach to nurture and empower followers. This type of a leader exhibits charismatic and visionary tendencies. As its name suggests, a transformational leader transforms and changes people. The emergence of transformational leadership as an approach to leadership in regards to political leaders was presented by James MacGregor Burns, a political sociologist. One of his primary focuses was to link the roles of leadership and followers. Later, Bernard M. Bass, another researcher expanded the work of Bass’ original ideas by explaining certain psychological mechanisms regarding transactional and transformational leadership as well as how transformational leadership can be measured (Northouse, 2013). He also developed the earlier version of the Multi-factor Leadership Questionnaire (MLQ) to measure transformational leadership through questions that measured the followers’ perceptions of a leader’s behavior for each of the full range of leadership factors.

There are different ways that one can be able to measure their leadership effectiveness and their ability to perform well in different situations. One of the ways that one can be able to assess themselves is by completing an LPI. In the LPI, I scored 40 marks each in ‘challenging the process’ and ‘inspiring a shared vision.’ On the other hand, I was able to score 39 in each of the following dimensions: enabling others to act, modeling the way and encouraging the heart. When compared to my coworker, I realized that I still had numerous sections that I needed to improve on.

Gun violence and the right to carry weapons have been two topics of heated debate over the last decade. From the violent burglaries to school shootings, the need for protection increases. The solution to end or reduce violence is not an easy task. Should society employ the right to carry law more universally or should more subtle measures be employed to combat violence? Even the president of the United States, Barack Obama, proposed the question, are we are we really doing enough to keep children