Research Proposal. Leadership Style & Organizational Commitment.

There is a great importance put on business leadership, this is directly due to how a business not only functions but in how fruitful the company can become. A great leader essentially can take a business plan that is weak yet turn it into a success, whereas a poor leader stands a higher chance of ruining the best of business plans. That is why it is essential to develop effective leadership throughout a companies entire management program at all levels. How does one develop or retain strong leadership? Companies must be focused on hiring strategies that encompass very specific parameters, building from within whilst creating a strong foundation for employee development and succession planning. Leadership is essential in any organization. The style and theory embraced determines whether the company will or will not achieve their goals. in all cases theory must be embraced, as a companies theory, style, and strategy is greatly dependent on the industry the company is in (Sadler, 2014). “The behavioral theory is one of the widely used theories of management. It suggests that leaders are made and not born. It gives room for training to install leadership traits in leaders at the expense of denying them a chance. There are various leadership styles embraced by companies (Cyert, & March, 2005).”  This paper takes a look at the management styles of two specific

The transformational leader induces employees to perform beyond expectations by empowering and motivating them, and sometimes by leading by example.

Transformational Leadership empowers or enables its followers. The leader engages with the follower in a way that both the leader and follower transcend to a higher level of motivation and morality (Nicholls, 1994).

In addition, Burns et al., (as cited by Lavoie-Tremblay, et al., 2015) defined a transformational leader as “a leader who can extend and elevate the interests of staff, who can facilitate the commitment of staff to the mission and values of the organization, and who can lead staff to rise above their personal interests” (p. 582). Further, Broome (2013) identified transformational leaders as “proactive and hold core beliefs about the potential for development of both individuals they work with and their organization” (p. 327). Samad et al.(2015), connecting transformational leadership to servant leadership and authentic leadership reported, “transformational leadership is also congruent with regards to fostering higher levels of motivation among the followers’ and leaders’ ability to visualize the unforeseen” (pp.

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.

A Transformational Leader is a person who assesses a country, or organization/company, and recognizes the need for a change in the entity and is able to envision what this change should be. The transformational leader not only envisions the necessary change but has the required personality and strength of character that will enable them to influence others to buy into their vision and make it their own, and hence be willing to follow the leader in the quest to bring about the vision.

Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.

The transformational leadership works to motivate the followers to put the mission and vision of the organization as the priority over their self interests. This motivation drives them towards broadened needs and development for higher potential.

Transformational leadership. Burns (1978) is recognized as one of the earliest theorist on transformational leadership, who introduced transformational leadership over 30 years ago. Transformational leaders are perceived as leaders who uplift their employee morale, subsequently uplifting the entire organizational. Transformational leaders are known by their capacity to inspire followers to forgo self-interests in achieving superior results for the organization (Clawson, 2006). Avolio and Yammarino (2002) shared Bass’s explanation of transformational leadership as leaders who act as agents of change that stimulate, and transform followers’ attitudes, beliefs, and motivate from lower to higher level of arousal.

Firstly, aspiring leaders need to recognize all of the various styles of leadership that exist. Every organization is structured differently, with differing employee behaviors, and it is the leader’s responsibility to implement the style that will work the best for their specific work or organizational structure. Often, more than one leadership style is implemented to accomplish the desired results of the leader (Blanken). While a multiple of leadership styles exist, three well-known and commonly-practiced leadership styles that will be examined include the Autocratic, Democratic and the Laissez-Fare. These three leadership styles were discovered by psychologist Kurt Lewin in the late nineteen-thirties (Cherry). Psychologist Lewin completed a study that involved assigning various schoolchildren to one of three different groups (Cherry). While each group was led by a particular leadership style, researchers witnessed and recorded all behavior that was exhibited by the children during their assigned projects (Cherry).

Transformational Leadership can play a role in creating a successful team. It can also be the process that changes and transforms people dealing with emotions, values, ethics, and standards. Transformational Leadership is the process whereby a person engages others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northhouse , 186). This applies to a team because you always have to be able to connect and motivate others

Transformational leadership is a style that focuses on the development of employees. In this students’ experience as a manager, employees in wanting a leader that will guide them and give them the tools needed to succeed not just delegate in order to get a job done. A transformational leader considers the desires of their employees and what they can do to accomplish their goals. A transformational leader is able to influence employees to reach goals and push themselves while simultaneously benefitting the company goals. This type of leader earns respect from his or her followers because they are empathetic and care for their employees (Northouse, 2016). A transformational leadership style is popular among employees because this type of leader displays compassion and concern for their wellbeing. This type of leader is not only passionate about the job and company but genuinely cares about the growth and development of his or her team.

it usually results to the costs that an employee associates with leaving the organization, continuance commitment is also determined to a great extent by organizational culture, and when an employee finds an organization to be positive and supportive, the employee will have a higher degree of continuance commitment. Important organizational factors like employee loyalty and employee retention are components of continuance commitment”.

Most companies understand and are aware of the importance of leadership and the vital role it plays in the effectiveness and development of a company’s overall health and well-being. All businesses set out to be profitable otherwise the company would not exist. Competition has become increasingly advanced in today’s global business world and as a result, organizations must be the best they can be at all times. If they drop the ball it will most likely cost them in respect to the company’s bottom line. This is why it is important to have a solid leadership style in place.

“As authenticity increases, leaders gain the internal flexibility that allows them to use multiple leadership styles, and gives them a much stronger foundation from which to cope with the rapidly changing world.” With an energetic vision and determination to achieve one’s goals one must practice humility and aggressiveness. One must be an individual with solid skills for transmitting a vision to workers and obtain collaboration from all individuals while directing the organization to achieve its goals by achieving an alignment of the workers with the leadership engendering in them a real commitment and aspiration for the future benefit of the entire organization. According to (Evans, R 2011): “More than two-thirds of corporate executives fear their leadership being overwhelmed as whole industries are transformed by a trend called ‘convergence.” Leadership involves choices and the difficulties in making these choices will be intensifying in the future years. Leaders need more than ever to commit themselves fully to the task at hand and give their best