The Role Of Transactional Versus Transformational Leadership

Transformational leaders encourage group work, as they connect each follower’s identity and self to the project and collective identity of the corporation. They are role models for other staff and this inspires them and makes them

Devine and Winter (2012, p. 25) state, “there is nothing magical about leadership, and there is nothing magical about teaching it or learning it.” They go on to define leadership as the ability to influence those who work for you to want to accomplish and strive to reach organizational goals and objectives. Those who influence others must understand the theories of motivation so that these theories can be applied, communicated and taught in order to motivate followers (Devine and Winter, 2012). Different from supervision, leadership implores the desires of those around you to want to succeed in meeting a goal through you the leader’s motivational abilities.

Organizational leadership builds on traditional theories in order to form new and exciting directions. Transactional leadership is a traditional theory, which has been used as a platform to understand leadership and further develop techniques for higher organizational performance. The three components of transactional leadership help shape and define the style, but are not always strictly adhered to. There are many advantages and disadvantages of transformational leadership. Knowing how and when to apply this style will prove useful for most successful organizational leaders. President Dwight Eisenhower was a good example of how transactional leadership could be used successfully.

as two basic types of leadership and examines the concept of moral leadership by investigating

This essay aims to look at the authors role (a third year student nurse on an elderly ward) in regards to a decision making scenario in which an eighty six year old lady is severely unwell and the decision to support discharge home for end of life care needs to be made.

In the simulation, Managing across America the class explored the effects of power and influence on a company 's growth and development. This paper will discuss the opportunities and challenges for the Good Sport Company.

This topic is not only relevant for the future and success of women and minority leaders, but also for the growth of organizations as well. Organizations would benefit by embracing women and minority leaders and taking into consideration the fact that their contributions can be valuable. In addition, women and minorities can also benefit from understanding why being a successful leader has become difficult. Only through fully understanding their obstacles can they fully be able to achieve greatness as leaders.

A Transactional leader is focused on working to achieve a goal by accomplishing tasks, maintaining a good relationship with followers, and providing rewards for good performance; also, this leadership type is more inhere to rules, expectancy of clarity and achieving a fair deal with their followers (Borkowski, 2016). The transactional leaders when in pursuing of achieving a goal, in return forms a mutual relationship with its followers in offering something of value upon accomplishing a task. Usually, the transactional leader’s goals are short-term due to the ending and the acceptance of the reward when the the task is completed.

My first leadership strength is my commitment / loyalty to the organization I work for. I

When I first read about Transactional Leadership Behaviors it immediately grabbed my attention. More specifically, I found the Management by Exception-Active concept to be most important to me. Being in the Security Forces career field, I have seen very good leadership practices and some that can make you want to cringe. As a Defender, you can be labeled as a proactive or reactive Airman. There are factors such as existing leadership styles or policies and each member’s personal desires when wearing the badge and beret that contribute to a proactive or reactive approach. I would say that there is no true right or wrong however my belief is that every Airman should be proactive as it enhances mission effectiveness and community relations.

This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as

If I were the new director of an art gallery in New York City, I would utilize a mixture of transformational leadership and situational leadership styles. Transformational leadership is "based on mutually beneficial relationships between leaders and followers whereby the leader is seeking to promote growth and real charge" (Shriberg & Shriberg, 2011, p. 78). Since the twenty employees have opinions of the former leader and how the gallery should be run and the stockholders also have input about what art to display and events to hold, the past managerial style did not sufficiently unify all stakeholders in the business. Utilizing the transformational style of leadership, I would strive to get everyone invested in a shared vision of what the gallery could be. I would listen to everyone 's input because ideas can come from unlikely places and everyone needs to feel that they are a valued part of the whole company. Studies conducted on transformational leadership show organizations led by transformational leaders perform at higher levels and have a higher satisfaction rating, by workers, than organizations led by other types of leaders (Riggio, 2009, March 24). There are four aspects of transformational leadership. They provide intellectual stimulation by encouraging employees to think outside of the box. They give individualized consideration by acknowledging each employee as an individual. They offer inspirational motivation to help employees have a passion for the shared

Transformational leadership taps into the motives of followers in order to reach their goals, while transactional focuses on the exchanges that occur between leaders and followers (Northouse, 2013). The branches of the military in general would be considered transactional leadership organizations. This type of leadership encourages followers to perform tasks at a high level in order to achieve advancement or increase in pay or rank. Conversely, transformational leadership would be focused on creating a connection between the leader and the followers, in order to perform tasks in such a way as to increase the feeling of morality in both the leader and the follower (Northouse, 2013). Panorama did not exhibit any behavior that tried to motivate Bailey to feel a connection to him. Instead, Panorama tried to intimidate, coerce, and punish Bailey to execute the tasks he was required to perform.

For this paper, we were asked if we saw ourselves as a transactional leader or a transformational leader. This was a tough question. When I held managerial positions, I would not have my worker do anything I would not do. I would work beside my workers and encourage them along with overseeing their work. Overall I feel I am a mixture of both leader styles. I will discuss why below.

It is known that individuals have different types of leadership styles. Some individuals are more successful when it comes to following others and some individuals are better at leading others. Being a successful individual is not only judged by the actions of completing a task but the ability to lead others.