Managing Performance with Transformational Leadership

500 WordsApr 23, 20192 Pages
Managing Performance with Transformational Leadership JLB Enterprises is experiencing low employee motivation that has effected their job performance and productivity. This decline is having a negative impact on the company financially. Conley (2013) explains that there are only three relationships that one can have with their work: a job, a career, or a calling. The differences varying on the degree of job satisfaction, internal motivation, and job performance. Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack…show more content…
Leaders transform followers by increasing their awareness of the importance of task outcomes, and to put their own self-interests aside for the sake of the organization. Because of this influence, trust and respect are felt for the leader and they feel motivated to go beyond what they normally would do. Transformational leaders work to empower and uplift followers so they are dedicated and enthusiastic (Yukl, 1989). According to Burns (1978), transformational leaders try to raise the awareness of followers by appealing to higher ideals and values. They aim to elevate them to higher ideals. Grant explains the importance of leaders articulating meaningful visions that connect to core values and suggests leaders take steps to ensure dialogue is not simply rhetoric. If a leader sounds insincere or lacking in credibility, the employees will not believe in the message or be motivated to be involved. Employees need to believe and feel connected to the vision and goals of the organization. It is suggested when employees are exposed to the people benefiting from their contributions, the impact is more tangible and that much more motivating. Studies have shown the perception of task-significance among employees enhances their motivation and effort (Belle, 2014). Nurturing this perception by incorporating it within the corporate culture further strengthens the bond and meaningfulness. Providing a unique corporate
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