Leadership is a process of guiding people towards a common goal. Leaders play a key role in influencing behaviors and attitudes of followers towards specific goals. They are expected to stimulate followers to perform their duties with confidence. A good leader needs to adopt specific traits, thus they have to possess several qualities. However, these leaders need to adopt and practice effective leadership skills. Different leadership styles are employed to make effective changes among followers. The best leadership style of transformational leadership. A good leader is who influences his follower to bring them to a common understanding of the vision.
Transformational Leadership
Transformational leaders are effective because they inspire followers to accomplish more. A transformational leader focuses on his follower values and aligns them with that of the organization (Arnold, 2017). Transformational leadership creates change in individuals because it addresses their welfare in general. Thus, transformational leaders create valuable and positive changes that are more of empowering their followers. for example, the leader gives the employee a sense of belonging by setting a common goal, these leaders act as a role model by inspiring them, leaders also have confidence in their employee and give them responsibility. They understand employee strengths and weaknesses and find ways to optimize employee performance (Arnold, 2017). This style of leadership motivates and boosts the morale and performance of followers in different ways.
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Transformational leadership is ideal because it affects follower personal achievement; research studies reveal that the type of leadership of an organization will influence the employee performance. Thus, transformational leadership not only influences the employee personal outcomes, but also the organization's outcome (Buil, Martínez & Matute, 2019). Leaders' characteristics may create a positive or negative impact depending on which leadership style is used. Creating a lasting positive impact requires an in-depth understanding of the role of leadership in addressing his follower's needs. Thus, leaders should not only focus on work-related outcomes but also go beyond work to address the personal goals of the employees (Buil, Martínez & Matute, 2019). Transformational leadership is about having a more engaging relationship between the leader and his follower. Such leaders exhibit behavior that is more considerate which means they influence followers by developing a shared goal (Buil, Martínez & Matute, 2019). Good leadership means understanding the desirable personal goals of employee, which can be improved to bring about positive changes.
Theory of Transformational Leadership
The idea of transformational leadership was first introduced by James Macgregor Burns. According to Burns, leadership is creating a relationship between the leader and his followers by moving together through a shared vision (Arnold, 2017). A transformational leader inspires followers and motivates them to focus on a common goal. Other expert has expanded the transformational theory to present the impact on such leadership to its follower. They have added new insights by suggesting that leaders can make transformative changes when they garner trust, admiration respect from their followers (Arnold, 2017). According to Burns, transformational leadership is about shifting beliefs, and values of the leader to incorporate the needs of his followers, which increase the performance of any organization.
Burns asserts that the transformational process should be engaging, it is about raising one another to a higher level for both leaders and followers to achieve the same vision. For Burns, the impact of such a leadership style can only be seen when followers trust, admire, and are loyal towards the leader (Buil, Martínez & Matute, 2019). Thus, four factors can be defined transformational leaders; these are idealized influence inspirational motivation, intellectual stimulation, charisma an individualized consent. With these four factors, the relationship between the two becomes mutual which the leader converts its follower by becoming the moral agent. They form a relationship with their followers who feel elevated and become more active (Buil, Martínez & Matute, 2019). Transformational leaders lift their followers to a higher level by boosting their self-esteem.
According to Burns, transformational leadership is about issues of moral leadership because for a leader to make transformative change, he needs to be a role model to influence the aspiration and values of his followers (Mehmood, Hussain & Ali, 2019). For Burns, a good leader is that who ultimately becomes a moral agent to raise human conduct a have ethical aspiration thus the effects of his leadership if felt by his followers an also transform him into a better person (Mehmood, Hussain & Ali, 2019). The impact of their leadership is evident by the fact that his followers feel satisfied with their leadership how they rate job performance and their levels of effectiveness. A leader who makes transformative changes is that with a vision to influence performance by influencing the attitude of his subordinates.
Research studies support the qualities of good leadership, which should be more of influencing than just commanding. Researchers have found the link been successful companies and leadership style. Studies reveal that companies with human resource management that have a mutual relationship with employees' record higher performance. This implies that the organization is more considerate of employees well being (Hetland et al., 2018). Addressing employee's needs and their overall well-being has become the focus of many companies and forms part of their daily management practice. In situations where leaders address employee concerns and engage employees, they are likely to experience little dispute and do not experience any serious conflicts (Hetland et al., 2018). Employees feel much happier and motivated and these aspects increase effort and the overall productivity of the organization (Hetland et al., 2018). However, some of the consequences where employers fail to address employee well being, organization face issues related to frequent absenteeism, high employee turnover, reduced productive a lot of compensation claims, increase health insurance spending (Hetland et al., 2018). Transformational leadership needs to build strong relationships between employees and leaders to generate highly valuable outcomes.
It advisable to motivate employee by displaying a desirable attitude to influence their attitude towards work Singh & Luthra (2018) reveals that supervisors whose display charismatic behavior influence employee psychological well being. Employees have the clear expectation, work in a meaningful work environment, they have opportunities to develop and enjoy a mutual relationship when transformational leader express more concern for their wile being (Singh & Luthra, 2018). A transformational leader is expected to exert influence among their followers by understanding and elevating their goals and providing an environment that motivates followers to perform beyond their expectations. Research studies correlate transformational leadership with positive outcomes in any setting. These include form an individual, to a group, and the organization level. Such leadership traits have necessities the need to study the role of followers by examining different leadership styles. Consequently, transformational leadership emphasizes morals and values. Researchers have focused on transformational leadership, as they believe that this is the most effective leadership strategy to bring about meaningful change in any organization.
How to become a transformational leader
Many organizations are focusing more on how to create a high performing team of employee hues has focused on the leader who inspires Thant those who simply give directives. As a result, new concept has emerged with transformational leadership being the favorite. Transformational leadership has become a common practice in all aspects of life. Thus, leaders who are visionary, inspiring, and charismatic appeal to his followers (Arnold, 2017). However, displaying moral traits is not enough; transformational leaders need to exhibit more than to bring meaningful change. What distinguishes transformative leaders from other types of leaders are
Inspirational motivation is a process that forms the foundation of this leadership because it enhances consistency towards the set mission and mission. Inspirational motivation set specific values compelling followers to know what they intend to achieve from the working relationship (Arnold, 2017). In this case, the role of a transformational leader is to offer guidance to his follower's sandals motivates them t by giving them a sense of meaning. Having a trusting relationship means empowering fullers to see the meaning in life. By increasing their level of efficacy, followers can have faith in their capacity to work independently as they make better decisions (Arnold, 2017). Through motivation and inspiration, followers become enthusiastic and optimistic which in turn fosters the spirit of commitment and teamwork.
Intellectual stimulation is an important element among transformational leaders because they need to provide their followers with an environment that encourages innovation and creativity (Buil, Martínez & Matute, 2019). This is about embracing new ideas and appreciating their efforts. It is about knowing both their weaknesses and strengths and helping them strive to achieve their goals.
Idealized Influence : This element entail being a role model by practicing good morals he wants his follower to adopt. Transformational leaders are expected to influence e followers' behavior by displaying ideal moral, which can be emulated by his followers (Buil, Martínez & Matute, 2019). These leaders are expected to build trust and gain respect from their followers through their actions. This means addressing the needs of his followers and mining high standards of ethical conduct. Such leaders use their position to influence followers by encouraging them to strive for common goals.
Individualized Consideration . An important factor enables leaders to influence followers as they guide them through the process of achieving their goals. Leaders engage followers through mentorship and motivate them through rewards and appreciation (Buil, Martínez & Matute, 2019). Using an individualized approach, mentoring, or coaching transformational leaders provides followers with space and opportunity to grow and utilize their talents in the best possible ways (Buil, Martínez & Matute, 2019). Follower’s talents are appreciated and whey is empowered to be independent and make the decision with the support of their leaders
The role of transformational leadership in bring organization change
In today's dynamic work, environment changes are inevitable thus, changes are necessary for any organization to thrive as prosper. Organizations are keen on using proactive approaches, but the most important consideration is finding leadership styles that can create an effective transition (Singh & Luthra, 2018). Improving performance greatly depends on the type of leadership. Organizational tend to respond to the changing environment they have identified new ways to manage resources especially human resources. This is in line with the transformation leadership requirement, which is visible in all levels of the organization. For example, managers seek to empower employees using empowering language to owing rhea trust.
There is no doubt that the manager who applies the transformational leadership approach can make a great impact on the organization. They became role model by displaying appropriate ethical behavior that can be emulated by subordinates. Constant connection with subordinates regardless of their hierarchy is one of the key elements that transformational leaders are expected to practice daily (Khan et al., 2016). Such leaders engage closely with their followers and are authentic; they guide employees and understand their capacities. As a result, the employee’s feels appreciated and develop a sense of belonging.
How transformational leaders can increase performance
Leaders who seek for change have to improve on the performance of the organization. Transformational leaders are high performer, which means they have a cellar vision and set specific goals, which are shared to improve the organization over performance (Khan et al., 2016). Companies with clear vision have effective channels of communication. Employees are highly engaged in each process of work, thus decisional are made in a shred manner where employee inputs are crucial. As a result, employees see how their efforts yield better results for the mind of the whole organization. As a result, employees work hard and are committed to working.
The role of a leader is important in not only developing but also manages change. Leaders create a conducive environment t help employees adapt to change. The organization culture is greatly influenced by the leadership style applied by the leader when managers connect with employees they influence positive culture, which includes changing their beliefs and values to drive up positive outcomes performance. The transformational style of eldership can indeed be effective, in most cases when effecting change with the organization.
The type of leadership will determine how well employees or followers are motivated towards achieving the set goals and vision. Good leaders are expected to influence the behaviors and attitude towards specific goals, thus leaders are expected to stimulate their followers to perform their duties with confidence. A good leader needs to adopt specific traits, thus they have to possess several qualities, however, these leaders need to develop and practice effective leadership skills. Transformational leadership is the best approach influences his follower to bring them to a common understanding of the vision.
Annotated Bibliography
Arnold, K. A. (2017). Transformational leadership and employee psychological well-being: A review and directions for future research. Journal of Occupational Health Psychology, 22(3), 381.
The journal reviews some of the positive and negative measures of transformational leadership based on a study conducted in various organizations. The study findings confirm that several mediating variables reveal the indirect effect of transformational leadership on employees well being. The article examines some of the effects of creating boundaries among managers and employees to make various suggestions on investigating other dimensions of transformational leadership to understand its impact on employees.
Buil, I., Martínez, E., & Matute, J. (2019). Transformational leadership and employee performance: The role of identification, engagement, and proactive personality. International Journal of Hospitality Management, 77, 64-75.
This journal explains the effects of transformational leadership and how it influences frontline employees. The journal also explores the mediating role of such a relationship in improving employee performance. Additionally, the article presents how proactive personality as part of transformational leadership cans influence people's behavior and make them more engages in any work process. Thus, the article reveals in a study conducted among employees that proactive personality is key because it strengthens the level of engagement among leaders and their subordinates.
Hetland, J., Hetland, H., Bakker, A. B., & Demerouti, E. (2018). Daily transformational leadership and employee job crafting: The role of promotion focus. European Management Journal, 36(6), 746-756.
This article reviews the positive effect of transformational leadership and how it can influence employee job crafting behavior, which for them is a proactive approach of leadership. The authors highlight how organizational behavior can optimize resources. They examine hoe leaders' perception influences the follower level of job creating as it increases the structural and social resources. Daily transformational leadership can be used particularly to improve job crafting hence followers can score high. Thus, the author concludes that transformational leaders enhance employee performance as they encourage the use of job crafting to bring about effective changes in an organization.
Khan, U., Ajaz, F., Khan, A., Khan, S., & Fatima, S. (2016). The Role of Leadership on Organizational Change. International Journal of Management Sciences and Business Research , 5(11).
The article explores the role of leadership in making crucial organizational changes. According to the article, leaders are expected to be change agents, meaning that they are expected to manage the organizational process effectively. Thus, recent changing trends have forced organizations to constantly evaluate their leadership approach to adopt the best strategy to bring about desirable changes.
Mehmood, K., Hussain, S. T., & Ali, M. (2019). Impact of Transformational Leadership on Organizational Change: The Mediating Role of Knowledge Sharing and the Moderating Role of Willingness to Participate. Academy of Management Global Proceedings , (2019), 264 .
The article emphasizes the need for an organization to meaningfully engage employees to make effective changes. According to other authors, the current competitive environment requires transformational change, thus effective leadership is appropriation creating such an environment whereby employees share ideas among different levels of management. The idea of sharing, cooperating and willingness in participating is the key to the survival of many organizations
Singh, K., & Luthra, M. A. (2018). Leaders' effective communication competencies: An intercede in amplifying the effect of leadership styles on employee turnover intentions in Indian small and medium scale IT/ITES organizations. International Journal of Management Studies, 3(7), 125-144.
The article compares the impact of transformational and transactional leadership whereby both approaches influence employee turnover intentions. The article analyzes the effectiveness of changes in terms of communication between transactional and transformational leadership and assesses which strategy is more appropriate and can bring about positive effects in an organization.
