Transformational Leadership Research Paper

Transformational leadership consists of four components, being charisma or idealized influence, inspiration and vision, intellectual stimulation and individual consideration (Marshall, 2011). All of these components are of equal importance when employing transformational leadership, but the component that I find most personally applicable is charisma or idealized influence. As a student nurse, my surroundings are always changing, one moment I am on the labor and delivery unit with a group of peers and the next week I am with a totally different group of peers in a mental health facility. Being surrounded by an ever-changing group with ever changing goals and objectives I feel as though it is a challenge to emerge as a leader. It is my personal belief that in order to become a leader, some sort of personal connection must be forged, and this can be difficult with a revolving schedule. Conversely, it is also my opinion that despite how well one knows the people that they are surrounded by, if one knows themselves and their beliefs and values, their charisma will be evident. Being charismatic is about being a role model and inspiring others to follow based on the personal qualities that one exemplifies (Marshall, 2011). A charismatic leader knows who they are and where they are going and does everything with a

Those that follow a transformational leadership framework believe that leaders possess many of the aforementioned qualities, but the focus is on one’s ability to inspire and empower others (Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). These leaders literally ‘transform’ their followers by inspiring enthusiasm and performance towards a

These types of leaders, according to Avolio (1991) possess the characteristics of individual consideration, intellectual stimulation, inspirational motivation, and idealized influence. This paper will examine the outcomes that are a direct result of transformational leaders who exhibit these types of traits such as job satisfaction and organizational commitment, job stress, safety, supervisor satisfaction, team, performance, and general.

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.

Unquestionably, the greatest of leaders have always been guided by a vision and gathered follows to share in that vision. Transformational leadership was created by presidential biographer and leadership expert James MacGregor Burns as a way to categorize the traits and leadership style which most visionary leaders posses. According to Burns, transformational leadership is apparent when, “’leaders and followers make each other advance to a higher level of morality and motivation (Burns).’” It is a transformational leader’s nature and

An organizational model, also called an organizational structure, defines an organization through its framework, including lines of authority, communications, duties and resource allocations. A model is driven by the organization’s goals and serves as the con text in which processes operate and business is done. The ideal model depends on the nature of the business and the challenges it faces. In turn, the model determines the number of employees needed and their required skill sets. Transformational leadership is a form of strategic leadership.

Transformational leaders express a clear vision, inspire others and work together with their team to identify common values and goals (Marquis and Huston 2009). They also recognise followers’ potential, assist them to develop their strengths and identify individual differences (Bass 2008).

A transformational leadership style along with good communication skills can be used to manage the multiples issues Hartland Memorial faces. “Transformational leadership involves anticipating future trends, inspiring followers to understand and embrace a new vision of possibilities, developing others to be leaders, and reward learners” (Hellriegal & Slocum, 2009, p. 301). Elizabeth and her associates should have the necessary qualities of a transformational leader; integrity, accountability, and motivation, so the staff can identify with them. The nurse manager could give nurses opportunities to demonstrate and experience leadership in their profession on a regular basis. Effective leadership is critical in delivering high quality care; equally

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.

Transformational leadership theory creates a positive change in their followers. This type of leadership takes care of the organizational interests and acts in the welfares for overall group as a whole. With this type of leadership, the leader increases the motivation, self-esteem and performance with their team (Kovjanic et al., 2012). Transformational leadership theory exceeds transactional leadership and rather than explaining a set of particular behaviors; it charts a continuing process by which "leaders and followers raise one another to higher levels of morality and motivation" (Antonakis & House, 2014). Transformational leadership theory is based on leadership with morals and significance, and a purpose that exceeds short-term objectives

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

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 leadership style that promotes change as well as improves performance in the organization as a whole as well as on the individual employee level (Phaneuf, Boudrias, Rousseau, & Brunelle, 2016). James MacGregor Burns first introduced transformational leadership in his book titled Leadership that he authored in 1978. Burns defined transformational leadership as leadership that stems from one’s core unchanging values and beliefs. Burns believed that transformational leaders not only bring together their followers, but also positively influence their follower’s values and beliefs in a way that brings about positive change (Humphreys & Einstein, 2003).

Transformational leadership is defined as having four conceptually distinct elements: charismatic leadership/idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1996). Servant leadership has

Being able to lead a group or someone is a very powerful action. Being a leader in general is very powerful. Leadership is an art that is painted, sculpted, and displayed in all sorts of ways. There are many different styles of leadership that correspond with different tasks. From transformational leadership to laissez-faire leadership, there are various styles throughout the continuum. A transformational leader is one of the best, more successful leadership style. When going down the continuum, the leadership styles only become less effective. Everyone also falls in distinctive categories when it comes to leading others. The leadership style that is displayed depends on the person leading and those who are being led along with the task.