- Human Behavior in Organization
- 1. Transactional and transformational leadership: Critically assess these leadership styles and comment on which may be more superior.
- 2. What do you think are the most important attributes that a leader should possess? Why in your experience you believe this? Articulate the implications of these attributes on leadership development.
- 3. When the leader is effective, what are the results? What is the profile of a high performance team?
marks. Do not write over 2000 words for the entire
styles and comment on which may be more superior.
Why in your experience you believe this? Articulate the implications of these
attributes on leadership development.
high performance team?
Human Behavior in Organization
1. Transactional and transformational leadership: Critically assess these leadership styles and comment on which may be more superior.
Transformational leadership, on the other hand, though often confused with transactional leadership, is a unique and different model of leadership style in which the leaders inspires the followers to accomplish and attain unexpected and remarkable results. It is a form of leadership that can be considered as an abode of innovation and creativity. Transformational leadership style is about giving the employees/followers the autonomy over specific jobs and the authority to make decisions once they have got proper training in making the decision (Spahr, 2015). Inspiration is often a source of authority for a transformational leader. Transformational leaders “raise the well-being and motivation level of a group through excellent rapport. They are also good at conflict resolution” (Spahr, 2015). It must be noted that being quiet is often the nature of transformational leaders and they are the ones that lead by example (Spahr, 2015). The transformational leaders are inclined towards using rapport, inspiration and empathy to engage the followers in the course of the accomplishing the organizational objectives and goals. Transformational leaders are known for their courage, confidence and for their willingness to make sacrifice to pave the way for the obtainment of the greater good (Spahr, 2015). First coined by sociologist James V. Downtown, transformational leadership seek to change existing thoughts, techniques and goals for bettering the result and for attaining the greater good (Spahr, 2015). The leaders who basically focus on the essential needs of the followers are often the transformational leaders. Transformational leaders work hard to change the system and they are quite apt at solving challenges “by finding experiences that show that old patterns do not fit or work” (Spahr, 2015). They are eager to know that has to be changed and their knowledge and wisdom are often the basis of the increase in capability and capacity of their team members. Transformational leaders are well-organized (“Transformational Leadership”, n.d.) and they expect their followers to be creative because they themselves are team-oriented and expect that their followers will work collaboratively for creating the best possible outcomes. It has often been observed that transformational leaders are respected and in reciprocation they also give respect to their followers. Sometimes acting as the coach, transformational leaders provide training and motivation to the team members for attaining the desired goals. Transformational leaders are responsible and accountable but they also expect their followers to be the same. Quite interestingly, transformational leader “Engenders respect through rapport and personal influence” (Spahr, 2015).
There are certain differences between transactional and transformational leadership models. While transactional leaders work within the system, transformational leaders work toward changing the system (Spahr, 2015). Transactional leaders bring about inception of problem solving by fitting experiences to a known pattern whereas transformational leaders strive for solving challenges by finding experiences “that show that depicts the truth that sometimes old patterns do not fit for a certain situation (Spahr, 2015). Transactional leadership style is more interested in embracing the step-by-step approach whereas transformational leadership style wants to know what actually has to be changed (Spahr, 2015). Moreover, if transactional leaders minimize variation of the organization, transformational leaders are known for maximizing their teams’ capacity and capability (Spahr, 2015). But if judged from an overall perspective it can be seen that transformational leadership is a bit better than transactional leadership. Transformational leadership is superior than transactional leadership because transformational leaders have individualized consideration for followers and they pay attention to and meet the needs of their followers. Moreover, transformational leaders give scope to stimulate ideas and creativity from followers and such leaders are more willing at creating a safe environment that is quite poised to challenge the status quo. Furthermore, transformational leaders are visionary leaders and their vision inspires and motivates followers in terms of achieving important objectives. Finally, it must be said that transformational leaders are role models and they lead by example. They are role models for their followers and they are great motivators, enhancing employee morale and employee engagement.
2. What do you think are the most important attributes that a leader should possess? Why in your experience you believe this? Articulate the implications of these attributes on leadership development.
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3. When the leader is effective, what are the results? What is the profile of a high performance team?
High performance team has its own profile that is quite distinguishable from mediocre teams. In high performance teams the team members have deep trust in each other and in the team’s overall purpose and objective and there is always an air of openness that support transparent communication (Wiese & Ricci, 2016). Moreover, in a high profile team, all the team members work toward accomplishing the same goals and objectives and “Team members are clear on how to work together and how to accomplish tasks” (Wiese & Ricci, 2016). In a high performance team everyone is capable of aligning their own goals and objectives with the goals and objectives of the organization. A relaxed and informal atmosphere within high performance team paves the way for increase in team cohesion and collaboration. Another important feature of a high performance team is that, every team member has the opportunity to engage in extensive discussion and everyone gets a chance to contribute (including the introverts) (Wiese & Ricci, 2016).
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Spahr, P. (2015). What is Transformational Leadership? How New Ideas Produce Impressive Results. St. Thomas University Online. Retrieved January 29, 2018, from https://online.stu.edu/transformational-leadership/
Spahr, P. (2016). What is Transactional Leadership? How Structure Leads to Results. St. Thomas University Online. Retrieved January 29, 2018, from https://online.stu.edu/transactional-leadership/
Transformational Leadership (n.d.). Retrieved January 30, 2018, from https://www.langston.edu/sites/default/files/basic-content-files/TransformationalLeadership.pdf
Wiese, C., & Ricci, R. (2016). 10 Characteristics of High-Performing Teams. Retrieved January 30, 2018, from https://www.huffingtonpost.com/carl-wiese/10-characteristics-of-hig_b_1536155.html