The Value Of Studying And Practicing Transformative 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

As Northouse (2015) explained, transformational leadership is a process that can change and transform the emotions, values, ethics, standard, and long term goals of the people. It also involves transforming followers to accomplish more than what is expected of them. The four factors that are closely associated with transformational leadership includes being an idealized influence or charisma leaders who act as strong role models, have a high standard of moral and ethical conduct, and deeply respected by his or her followers. A leader who can inspire and motivate their followers to be part of a shared vision of the organization. A leader who can also stimulate followers to become more creative and innovative, and provide the necessary coaches and advice to the followers (p.167).

Leadership is required by all organizations, as it facilitates them in the accomplishment of their goals and vision. Indeed, leadership is crucial and essential to the success of any organization, as they are the key stakeholders responsible for bringing new strategies and methodologies into practice. Leaders are the motivating facets for the entire organization that convince the acceptance of change in order to achieve the common goals. On a broad spectrum, leadership interweaves leaders with their employees (including subordinates, co-workers and so on).

For centuries leaders have been analyzed in order to determine what the traits and characteristics of a successful leader are. Leadership, as defined by Koontz and Weihrich (2008) is “the art or a process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals” (p. 311). Leadership plays an important role in employee’s participation, creativity, recruitment to an organization, their commitment to the organization, and productivity levels. Over the years, there have been a number of theories surrounding leadership such as the “Great Man” theory, which, according to Riaz and Haider (2010), “assumes that leaders are born and have innate qualities, therefore, leaders

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.

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.

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.

Therefore my preference is to work from a leadership team format that allots voice to the variety of dedicated professionals and utilizes their strengths to achieve the organization’s goals. In the healthcare setting, leadership is perceived as the policy developers that work alongside the providers and other professional staff members to promote and enforce those policies. The facilities and the staff are seen as the specialized professionals charged with advising upon and carrying out the policies through the development of research based strategies that meet the needs of agreed upon policy directives. Servant leadership or distributed leadership of this type requires one to recognize the strengths’ in their colleagues during the decision-making process and support their development in areas that they may feel less than

If care workers are in low mood and portray negativity to clients the low mood and negativity may rub off on the client. In the same way if care workers portray a positive mood this hopefully encouarges a good temperament in clients. Corrigan (2000) “Found that team leadership ratings independently accounted for 40% of the total variance in client satisfaction amongst mental health patients.” (cited in Haracre, et al 2011). The majority of organisations aspire to be in business on a long term basis. For this to happen there has to be enthusiasm, long term planning and vision. Choi and Behling (1997) suggest that transactional leaders demonstrate achieving immeidate goals and development converging on present success where as good transformational leadership inspires and develops long term success. (cited in Haracre, et al 2011) To discourage unsafe or inadequate quality practice quality leaders will aid their teams to overcome hindrances, encouarge them to learn from mistakes and focus on opportunities rather than failures. Bennis (Undated) proposes that quality leaders present an image of prominence that instigates to subordinates that they are accessible at all times. This encourages and urges workers to come forward and confess any blunders or mistakes and allow lessons to be learnt to stop the same errors happening in future. Edmondson’s (1996) study into error reporting found “repressive and dictatorial regimes are almost bound to produce data which

In the video assignment Chief Innovation Officer John Kotter posits that "The problem today, is that most of the time, when we talk about either management or leadership we're really talking about management” kotter claims that most of the education that business college students receive doesnt not provide them with the tools to lead.However he acknowledges that the traits learned in college are necessary for the “managerial processes” which is a valuable skill but not sufficient to become a leader. In Management vs Leadership authors Warren and Burt say that transformational leadership is the most effective kind of leadership, because “transformative leadership achieves significant change that reflects the community of interest of both leaders

This style of leadership is very successful in all areas of business and is a dominant category of management in health care. Transformational leadership places an emphasis on facilitating responsibility, accountability, conflict resolution, risk management and problem solving and the consistently advocates to be the one to which health care professionals should aspire in their efforts to make a real difference (Millward & Bryan, 2005).

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

Change and improvements can be produced by the corresponding leader, but the focus stands at accepting the implication of their personal assessment and beliefs. On the other hand there are followers focused on leader’s values and beliefs and their actions. Healthcare professional leaders need to understand that, used effectively reflection and change management techniques, creativity, evidence-based approaches, network, and delegation can be a powerful tool to support, motivation and inspiring others and the minimize conflict. Congruent leader’s focuses on the influence and support,

As a Senior Human Resources Officer and a Leader in the United States Army, I found this class not only to be very informative, but very useful for future practice and application. Through the myriad of different leadership theories and approaches, I have developed a better understanding of the historical, political, social, cultural, psychological, and organizational contexts in which leadership occurs. I am knowledgeable on several ways to identify personnel who may be make for better leaders using the Trait Approach, Skills Approach, and Style Approach. I am also able to better match leaders with subordinates by using the Situational Approach, Contingency Theory, and Path-Goal Theory. Finally, and probably most importantly, I have

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.