The transformational leader offers transformation, not only to the organization, but also to the individuals who will affect the change. The successful transformational leader is on a moral mission; and truly believes in the rightness and benefits of the change.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. It further looks at the criticisms that are pitched against both theories.
Extra emphasis will be placed on the criticisms that challenge both theories on the basis of certain flaws that are considered fundamental. It further draws out objective questions on how plausible all the empirical evidences are seen as there may have been some generalizing and misrepresentation in the parts of some critiques.
In addition, pertinent claims of both theories have been addressed over time and its method of leadership have been brought to the fore and dissected. The Transformational Leadership theory has been built under four components which have been the yardstick of measuring how leaders conform under them.
The theory is believed to be grounded under moral foundation. Transformational leadership makes use of motivation towards satisfaction or a much greater level of achievement.
Unlike transactional leadership that makes use of direct control, transformational leadership will require loyalty, trust, genuine concern and objective goals to achieve the much desired effect a leader wants to obtain from his employees.
Transformational leadership is interested in a long term goal and vision, building and motivating people to take control of their leadership personalities, mentoring subordinates and using motivating words to persuade people to share the long term vision of the organisation.
Transactional Leadership on the other hand is a leadership method that enforces the notion that there are rewards or consequences for any good or bad action.
Transactional leadership is fostered on a reciprocated act in such a way that the relationship between a leader and his follower will only be built and nurtured based on expectations of the leader and the promised rewards for the employee to be effected only if performance target is met or exceeded and other forms of recognition that will serve as reward to the employee will be awarded.
Most times, transactional leaders make use of processes, bureaucracy measures of climbing the corporate ladder and some other enforcing leadership skills to achieve desired results from employees with promises of physical rewards such as higher pay package, promotion promises or a business partnership in order to get the result that is craved for.
In this kind of leadership, we can safely say the use of hierarchical reward to motivate employees is the key factor of engagement. Even though both theories share some generalization concepts with empirical evidence that cannot be farfetched from opinions of other critiques, it will be clear to know that transformational leadership is only a theory that needs to be objectively studied to enable one know how actually leadership ought to be in any environment while transactional leadership is the practical hands down approach on how leadership is being effected in companies of today.
These concepts are quite interesting and of relevance to my work as they both share some certain work analogy yet both leadership methods are viewed in a parallel way. In general, a co-existing relationship between people is all about the exchange that is shared. The more the exchange, the stronger the relationship.
This means anything done based on this exchange is concluded and thus generates reward, it means there is a transactional type of relationship. Hence, the recipient of such reward is the follower while the giver is the leader; a transactional leader. The relationship is all about requirements, conditions and rewards, or consequences as the case may be.
Leaders exhibiting these methods are known as transactional leaders. My personal perspective on leadership tilts towards believing every leader has the tendency to enforce control through reward while also motivating the employee with motivating words, coaching and allowing employee to build confidence while working towards getting the rewards set by employer.
He only considers it immoral when information that will be harmful to followers is deliberately concealed from them, when bribes are proffered, when nepotism is practiced and when authority is abused. Bass et al, P. I lean towards supporting transactional leadership concept as I am well aware that most employees may oppose to working voluntarily without any financial reward or benefits as transformational leadership seems to suggest.
As a leader who wants to get the best out of her employees, I will say it is more realistic to get more productivity if reward is attached to performance and knowing that all resilience and hard work will be rewarded at the long run will serve as motivating factor for any employee who wants to build a successful career.
Few leaders of organizations and movements give orders and direct without reasons.Table 1. Dimensions of Transformational Leadership. Nevertheless, it is clear that general understandings of transformational leadership are dominated by acceptance of the four dimensions set out in the left-hand column of Table 1 (see, for example, Stone, Russell & Patterson ()).
In conclusion, Transformational leadership theory have proved its value throughout the modern days, even if there are some criticisms, it still not enough to effect the core concept of transformational leadership theory.
Transformational leadership can result in the wrong decisions if leaders are confused or employees burn out of the process. Leaders Are Confused Although employees have stated a preference for a transformational leadership style, one study found that often employers only thought they were providing it.
According to lausannecongress2018.com, transformational leadership is a leadership style in which a leader identifies the need for change, creates a vision for guiding the change through inspiration.
A critique of transformational leadership: Moral, professional and contingent dimensions of leadership within public services organizations Show all authors Graeme Currie.
According to "Transformational Leadership: Characteristics and Criticisms" by Professor Iain Hay, “To bring about change, authentic transformational leadership fosters the modal values of.