Transactional Leadership Theory : President Nelson And His Leadership Style

the advantages of this type of leadership, that is it provides a clear idea of what is required. Watch any

Leadership theories in and of themselves carry negative and positives characteristics. Within the various theories lie strengths and weaknesses that when applied to complex problems can highlight each one respectively. As I examine a few theories, I will look at the strengths and weaknesses of each and determine when and with which situation would these theories best be utilized. Collective leadership or distributive leadership, and leader-member exchange are both theories that incorporate specific team or group mentalities.

The character of the considerable leader, Nelson Mandela, is huge today on a global connection is mainly because of his political activities in South Africa. However his own ha spread more than that of a South African leader, yet in to an internationally perceived key leader who helped South Africa, as well as humanity too.

Even though leadership dates back centuries, it is critical for leaders to display qualities that “differentiate them from followers” (p. 5). To encourage student success, it is important to practice theories and methodologies that help institution’s and individuals become successful leaders with superior qualities. Transformational and transactional leadership are two terms that discussed throughout business and education. Transactional leadership is defined “as trading one thing for another (quid pro quo)”, whereas transformational leadership “is more focused on change” (p. 14). Transactional leaders believe it is their job to maintain the status quo by setting goals, desired outcomes, rewards

According to Burns, a transactional leader was someone “who approaches followers with an eye to exchange one thing for another: jobs for votes, or subsidies to include for campaign contributions” (Klinsontorn, 2007, p.35). An example using Burns definition, it would be like a boss paying extra incentive for its employee who does the most sales. Thus, followers obtain rewards for job performance, while leaders benefit from the completion of tasks. Transactional leaders are good at traditional management functions such as planning and budgeting and generally focus on the impersonal aspects of job performance. The definition of Burns was expanded by Bass (1985). He said that a transactional leader must also

Two of the most common and popular leadership approaches are transformational and transactional. Although transactional is more commonly used in business, it has fallen out of favor for the more holistic technique of transformational leadership. Leadership styles can change with time and knowledge, a leader could have started their career using one style and by the end that same leader could be utilizing a completely different style. This means that we as leaders have choices and we can learn from our experiences and help others to grow along with us.

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.

The transactional leadership style is understood to be the exchange or trade between leaders and followers who are compensated for performance and achieving organizational goals. Transactional leader tends to focus on task completion and employee compliance and these leaders rely quite heavily on organizational rewards and punishments to influence employee performance. These leaders validate the relationship between performance and reward and then an exchange for appropriate responses and rewards, encourages subordinates to improve performance (Saeed, Almas, Anis-ul-Haq, Niazi, 2014)

This leadership style allows for instilling faith and respect, treating of employees as individuals, innovation in problem solving, transmission of values and ethical principles, and provision of challenging goals while communicating a vision for the future (Joel, 2013).

This theory states that situational factors, rather than skills of leader, determine the effectiveness of leadership. Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership are needed

Transformational leadership has been presented in the literature as different from transactional leadership. While transactional leadership was defined on the basis of the influence process underlying it, as an exchange of rewards for compliance, transformational leadership was defined on the basis of its effects, as transforming the values and priorities of followers and motivating them to perform beyond their expectations (Yukl, 1998). Bass and Avolio (1994) proposed that the behaviors transformational leaders’ exhibit include four components: individualized consideration, inspirational motivation, idealized influence and intellectual stimulation.

Organizations around the world are very concerned about understanding, research and leadership development. Whatever type of organization, leadership is bound to play a vital role in creating high performance teams. Due to the increase complexed working environment and adapting to constant changings factors in a organization leaders are faced with greater challenges than ever. It becomes clear that leaders must have the ability to make adaptation and power to influence related to constant changes. Meanwhile one of the most important aspects of management is Leadership (Weihrich, et al, 2008) as leadership has a direct influence on the organisation, whereas strong leadership tends to direct the organisation on a certain path towards success.

There are many leadership theories. Arthur G. Jago (1982) proposed a framework that organizes leadership theories based on each theory's focus and

This theory is useful and relevant because it considers the level of competency of the workers and the details of the task. Leaders using this style ensure that they do not focus more on the task without understanding the relationship with the people they lead. With this style leaders are capable of doing their jobs successfully because leaders communicate, participate, sell their message to get people on board, delegate and monitor the progress (Fairholm&Fairholm, 2009).

Here are different leadership theories. But before discussing leadership theories and styles, it is useful to first define the term and then take a closer look at them.They will give you only the general types of leadership because each leader is unique and has his or her own style. Moreover, some leadership styles work better with different groups of people and in different situations. However, it is essential find out and learn more about your own style and then start working on how to leverage your style to achieve even greater results.1