According to the article, the leadership style that I seem to espouse is transformational leadership. The transformational leadership style is characterized by the leader working together with team members to identify the change necessary to push the group forward, channels a common path together with the team, and involves each member in the development of team goals and objectives ( Cherry, 2020) . I have noticed that my leadership style revolves around this kind of operation because I always inspire my group members to become what they have always wished to be. Over the years, I have managed to inspire positive change in my various leadership positions. In this regard, I exhibit a broad array of attributes, including emotional intelligence, passion, and energy, as I strive to help the organization achieve both its long and short-term goals. As identified in the article, the transformational leadership style is better than the other styles primarily because it leads to better performance of the team. This is because the team tends to work in unison to try to uplift each other in their endeavor to make become a forbidden force. Even better, team members always seem to be ever motivated and ready to take on new challenges to become even better individuals in their line of duty. As a transformational leader, I have things I can do to ensure that employees at the correctional facility, together with inmates benefit from my style of leadership. First, I would set a standard to implement all the reforms that have been established over the years. One thing that prison employees, and even the prisoners, do not understand is that the correctional department's major aim is to change the character of the inmates and ensure they are fit to live in a society with other people (Cherry, 2020) . In this regard, I would take the chance to reveal to the employees how these aspects work and how they should be done to ensure that society benefits from the services of correctional facilities by being able to receive inmates who have changed their ways for the better. I would start this endeavor by calling a few representatives from the employees and the inmates' side. This meeting will aim to develop a way forward on how we could transform the facility for the better and consider a new way of effecting the changes that have been proposed over the years. Secondly, my leadership style would ensure that employees always remain motivated to perform their duties with diligence and consideration for the benefit of society. Motivation is a key aspect of transformational leadership because the employees all feel that they belong to one team, thereby giving their best to ensure the organization performs ( Jacobs, 2012) . As the head of the correctional facility, I would ensure guards are always motivated to give back their services to society and ensure they do not leave a chance to ineffectiveness. Transformational leadership will also give me a chance to reduce employee turnover. Employee turnover is a term used to refer to employees who leave an organization because of reasons such as dissatisfaction. Transformational leadership ensures that employees are always happy about what they do and would always strive to improve their services in the facility ( Jacobs, 2012) . The satisfaction of employees would also be seen in the behavior of inmates. For instance, there would not be a situation where prisoners are trying to escape because of the harsh conditions that are sometimes witnessed in the correctional facilities. Fourth, transformational leadership would also help me plan for transforming the prison into a world-class facility. This would happen once different stakeholders are brought together to ensure they work together towards the transformation of the prison into a world-class facility that transforms errant members of the community into useful members of society ( Martin, 2001) . The final way transformational leadership can change the manner of operations in the facility is to inspire growth among employees and prisoners alike. Employees will be able to grow in that they will be motivated to grow alongside their career paths while uplifting each other to the highest possible levels (U.S. Department of Justice, 2013) . On the other hand, the prisoners will try to grow into responsible citizens by engaging in prison activities that will make them able to transform their characters and become some of the most useful people in society. Even with these benefits, transformational leadership can still be immensely detrimental to the correctional facility in several ways. First, the leadership style may backfire if some of the decisions are not well-thought-out. In such a situation, the leaders and the subordinates will have to bear with the wrong decisions they have made since them jointly. The problem comes when the future leader has to deal with these wrong decisions after the transformational leader has quit the facility. The second way transformational leadership can undermine the performance in prisons is that it may lead to employee burnout. Employee burnout refers to the situation where an employee becomes physically and emotionally exhausted while at work (U.S. Department of Justice, 2013) . Sometimes this exhaustion can come with the loss of personal identity to the point that the individual feels they have not made enough achievement to warrant in their career paths. Transformational leadership can result in such a situation because the leadership style is always open to change every once in a while. Sometimes the leadership may require the employee to go beyond their usual duties to ensure they perform better. If such a situation occurs frequently, then they are bound to be exhausted and start performing poorly. Transformational leadership can also lead to the assumption of motivation. A discussed in the previous section, transformational leadership always sees to it that followers and employees are motivated enough to make sure they are always in agreement with the leadership. Most of the time, the leadership assumes that the employees are always motivated and will be willing to follow the directions given by the leadership in whatever capacity. The challenges arise in situations where changes become necessary. While the leadership may still assume that the employees are motivated to channel a different path if need be, it may not be the truth (U.S. Department of Justice, 2013) . Such situations always bring conflicts and misunderstandings in prisons to the point that the employees can even stage a rebellion against the facility management. Also noteworthy is that transformational leadership can lead to prioritization. This is a situation where the management works with a selected group of employees with the hopes that they will mentor others in the correctional facility. Even though it is achievable, sometimes the management may find itself favoring a particular group of employees and forgetting others, which can cause division.
References
Cherry, K. (2020). What Are Prominent Leadership Styles and Frameworks You Should Know?. Retrieved 22 January 2021, from https://www.verywellmind.com/leadership-styles-2795312
Delegate your assignment to our experts and they will do the rest.
Jacobs, J. (2012). The importance of correctional leadership. Retrieved 22 January 2021, from https://www.corrections1.com/jail-management/articles/the-importance-of-correctional-leadership-Yk9xncMsoe9XVzPn/
Martin, K. (2001). The Powerful Role of Ethics in Corrections. Retrieved 22 January 2021, from http://www.corrections.com/articles/7890-the-powerful-role-of-ethics-in-corrections
U.S. Department of Justice. (2013). Standards of Employee Conduct .
