Business and Management
Abstract
Successful leadership is all about achieving the goals of the firm. This comes as a result of being concerned with one’s responsibilities as a leader. The success of any organizational leader is normally evaluated through considering the behaviors that he or she ends up manifesting in the organization. As a result of that, it means that leadership is associated with the orientation of one’s negative behaviors. Equally, this is because it has been realized that positive leadership behaviors normally arises from some of the theorized leadership traits.
Nevertheless, the main objective of a leader is to come up with a clear and concise roadmap before embarking on establishing his or her leadership traits. A leader entrusted by a business organization, it is essential to acknowledge that its success ultimately one of the roles that senior management authority ought to accomplish just within the stipulated time. Moreover, leadership development in a business organization does not entail training and directing workers only. The main objective of a leader is to ensure that he or she has enabled the organization to have the propensity of growing and enjoying the economies of scale. As a result of that, the objectives of the management authority should be chronologically explained to all stakeholders.
Introduction
Leadership refers to the means of adapting the existing setting environment so that each person will feel more empowered in contributing creatively or innovatively to matters relating to solving some of the problems which might arise (Parker & Begnaud, 2004). This in return has the capacity of reflecting the management authorities’ ability to set as well as realize some of the challenging objectives they might face. This will basically entail taking some swift and decisive actions which will outperform rivals in the same industry as well as enabling group members to execute their work effectively (Berens, 2001)
Despite that, it is difficult to leadership values and other quantitative aspects of a business organization as compared to other quantitative metrics that are comparable and easily tracked between various businesses (Segil, 2002). This then means that individuals who have strong leadership competencies or skills in the contemporary business world over and over again rise to executive posts, for instance, president, CEO, CFO, and so on.
Literature Review
In connection to that, in our modern business world, leadership is perceived as being an enabling force which assists both the organization and employees in developing and performing their duties. Additionally, it means that there is the existence of a high level of harmony or solidarity between employees as well as relatively low level of job-related stress amongst group members (David, 2012). This have the effect of reducing employee-work stress hence increasing the quality of their work. In the process of caring for the moral value of the employees, this in return makes them to be more concerned with their work through upholding the standards set by their company (Bunting, 2016).
Effective leadership entails realizing some of the fundamental human requirements that each business organization ought to fulfill. This mainly has to involve recognizing one’s capabilities, self-esteem, as well as accepting self-directness (English, 2006). This means that any leadership model ought to have the potential of increasing worker’s involvement to any affairs and other objectives which the business desires to achieve. In return, it becomes possible for the management authority to increase workers’ output and the performance of their enterprise as a whole (Gallos, 2008).
Nevertheless, in order to foster employee motivation and performance, any form of leadership style which the organization can use should have the capacity of assisting to become more motivated, involved, and empowered (Parker & Begnaud, 2004). Thus, to an organization which has a bad history, this will be perceived as a leap of faith. In case a leader has the potential of providing solid evidence which assists in empowering others, that will be an excellent opportunity (Daft & Lane, 2008 P. 152). Regardless of that, the truth is that that will only happen after leadership actions have produced the desired outcomes. The essence of this study entails evaluating the impacts of transactional leadership and transformational leadership styles on motivation in private organization.
Findings/results of the research
Transactional leadership model
Transactional leadership model have the potential to motivate group members to the extent of making them to execute their duties via basing them to their own interest. The power and authority of transactional leadership models usually come from the leaders’ formal authority and responsibility in their organization. This means that the main objective of the group members is typically following and obeying the leader’s instructions (Gagné, 2014). With transactional leadership approach, the interest of the organization and that of the leader are given greater consideration than anything else. Moreover, with transactional leadership model, it implies that it is the duty of the transactional leader/manager to establish optimal conditions which will enable each group member to perform his or her duty effectively. Whenever things do not work as expected, the transactional leader/manager will have the task of not only taking corrective actions but also monitoring the task to be done by each worker more closely (Ingley, 2015).
It should be noted that in an organization, a leader is a person who is fundamentally responsible for all the activities of an organization. This activity involve the development of clear vision, extending the vision of the company to all stakeholders, offering skills and knowledge, and relevant information to realize that vision, coordinating all conflicting interests of the members with the objectives of the organization (I.C. M. L.G et al., 2014). Leadership actions and decisions to be made by a transactional leader should be related to the objectives of the organization. This explains that leadership is typically a unique responsibility which enables a business organization to be able to expand and enjoy its economies of scale. Emotional strength and leadership traits are the main factors which ought to be taken into consideration by a transactional leader in order lead other effectively (Barling, 2014). In return, this is what will reflect the ability of a transactional leader to consider the challenges employees might be facing and come up with concrete solution to solve them.
The strategies used by situational leaders enable them to ultimately track their teams, and assess the various issues within the work-place. The impact of this is that it enables them to select the leadership style which best fits their objectives and circumstances. In the old times leaders used to merely function as the boss of the organization without effectively collaborating with their followers (Vecchio et al., 2008). Contrary to that, in the modern business world, leaders cannot manage to lead alone based on their positional powers. This indicates that transactional leadership is extremely flexible as compared to transformational leadership model. The reason for that is that it allows the transactional leader to adapt to the prevailing working environment as well as considering the needs of the organization in return (Weichun et al., 2012). Additionally, this leadership theory is not solely based on certain skills of the leader. In order to lead others effectively, the situational leader modifies his or her management style to fit in the requirements of their business organization.
Transformational leadership model
Transformational leadership style is one of the organizational leadership models which are utilized by both the manager and the subordinate staff to uplift each other to a higher morality and motivation levels. As one of the independent leadership models, it implies that this style takes into consideration various attributable idealized influences that enable leaders/managers to describe personal behaviors. This is what encourages workers or group members to think critically about their leader/manager (I.C. M. L.G et al., 2014). The reason for that is because it takes into consideration some of the critical actions which a transformational leader/manager takes so as to reveal values and beliefs of the workers as well as vision and mission of the company.
Within a business organization, transformational leadership approach assists in inducing change in individual and other social systems. In other words, it creates positive and valuable changes in individuals with the main objective of enabling them to become effective leaders. Since Bass transformational leadership theory is used as an ultimate solution in various cases, this model makes a positive difference in one’s life (Sosik et al., 2018). In this case, any organization leader who makes use of this approach has the capacity of possessing integrity, clearly communicates and makes his or her goals to be known, and sets a good example to all members of the group (Gagné, 2014). Likewise, he or she expects the very best from the group. In return, such a person should have the propensity of inspiring people to not only look beyond personal interest but also on the needs and interests of the group as a whole (Kessler & Bailey, 2007). Such a leader or leaders who make use of transformational leadership approach not only offers exemplary work but also dedicates his time to recognize good people and good work.
Transformational leadership approach includes inspirational motivation variables that are used for describing organizational leaders who are ultimately optimistic about the vision and mission of their organization in issues relating to future endeavors. Furthermore, intellectual stimulation as an independent variable is used to illustrate the manner in which a transformational leader articulates new and innovative ideas which assist in prompting employees to rethink about traditional practices and thinking (Kessler & Bailey, 2007). Another independent variable is the individual consideration which is regularly demonstrated through recognizing and mentoring unique abilities and needs of each member.
In addition, the effectiveness of a transformational leader/manager is measured by the amount of influence he or she has on employees’ satisfaction, group and individual performance, as well as the overall organization effectiveness. Consequently, successful leaders, as the transformational leadership model explains, differs from others as well as possess unique core identity traits which contributes significantly to their success and that of an organization as a whole (Moonjoo, 2017). As a result, having a clear understanding of the significance of such core identity traits which predicts the effectiveness of a leader assist in the selecting and training of a transformational leader and other developmental practices that he or she needs to uphold in the company.
Recommendations for future research
In connection to the above considerations, a leader who manages to establish an inspiring vision, motivate workers to the extent of making them to be part of the organizations’ vision, delivering it, as well as building an effective team for the organization has the potential of realizing the vision of the firm (Barling, 2014). From the perspective of transformational leadership, it is explained that the main objective of this style in such an organization is typically transforming or changing the attitudes of people. This is associated with the long-term objectives, values, and culture of the organization in motivating people as well as realizing the goals of its objectives (Bunting, 2016).
On contrary to that, leadership concept in the contemporary continues to differ extensively. The philosophy and concept of any transactional leader is typically to be in the position of serving people and their organization as a whole. This is to say the leadership concept in any business organizations entails taking into greater consideration of the needs of the employees as well as the business that they serve. Leadership actions and decisions to be made by an organizational leader should be related to the objectives of the organization (Kessler & Bailey, 2007). This explains that leadership is typically a unique responsibility which enables a business organization to be able to expand and enjoy its economies of scale.
Emotional strength and leadership traits are the main factors which ought to be taken into consideration by a leader in order lead other effectively (Barling, 2014). This is what will reflect the ability of a leader to consider the challengers employees might be facing and come up with concrete solution to solve them. Nevertheless, it has been proved from the previous studies that employee motivation and empowerment is a significant asset to a business organization (Bunting, 2016). This also in line with the views that the development of human competencies is one of the most applicable tools which assists in shaping employees’ knowledge and skills.
Conclusion
The notion of management and leadership is usually perceived as being part and parcel of an organization. The reason for that is because it assists in evaluating leadership concepts and traits which are commonly misunderstood when it comes to instructing and directing people as well as making crucial decisions or judgments on behalf of an enterprise. Investigate the effectiveness of transactional leadership style and transformational leadership style on motivating employees is the core value of these leadership styles.
Regardless of any leadership model, effective leaders are followed mainly because teammates respect and trust them, and not because of the skill that they possess. Conversely, it is important to examine whether the above two leadership style typically correlates together in design nature of the organization which assists in promoting leadership on tactical and technical capacities, for instance, technology. Moreover, the manner in which team members works together through the use of effective communication, time management, business acumen, and collaboration skills is based on these leadership models.
References
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Bunting, M. (2016). The mindful leader: 7 practices for transforming your leadership, your organisation and your life.
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Gagné, M. (2014). The Oxford handbook of work engagement, motivation, and self-determination theory. Oxford ; New York : Oxford University Press
Gallos, J. V. (2008). Business leadership: a Jossey-Bass reader. San Francisco, Jossey-Bass.
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Kessler, E. H., & Bailey, J. R. (2007). Handbook of organizational and managerial wisdom. London, SAGE.
Parker, J. P., & Begnaud, L. G. (2004). Developing creative leadership. Portsmouth, NH, Teacher Ideas Press.
Segil, L. (2002). Dynamic leader, adaptive organization: ten essential traits for managers. New York, Wiley. http://public.eblib.com/choice/publicfullrecord.aspx?p=131014.
Sosik, J. J., Arenas, F. J., Jae Uk Chun, & Ete, Z. (2018). Character into Action: How Officers Demonstrate Strengths with Transformational Leadership. Air & Space Power Journal, 32(3), 4–25. Retrieved from https://usmalibrary.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=131615630&site=ehost-live&scope=site
Vecchio, R. P., Justin, J. E., & Pearce, C. L. (2008). The utility of transactional and transformational leadership for predicting performance and satisfaction within a path-goal theory framework. Journal of Occupational & Organizational Psychology, 81(1), 71–82. Retrieved from https://usmalibrary.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=31688814&site=ehost-live&scope=site
Weichun Zhu, Sosik, J. J., Riggio, R. E., & Baiyin Yang. (2012). Relationships between Transformational and Active Transactional Leadership and Followers’ Organizational Identification: The Role of Psychological Empowerment. Journal of Behavioral & Applied Management, 13(3), 186–212. Retrieved from https://usmalibrary.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=76581079&site=ehost-live&scope=site
