In the sociological studies of the J.V. Downton’s, the phrase ‘transformational leadership’ first became apparent in 1973. This specific style and concept are being embraced widely by modern leadership. Transformational leadership takes place when the managers
elevate the interest of the team members. It also includes the formulation of such an environment that lead towards the mission and objective of the group, especially when the followers are motivated by the leader so that a much bigger perspective can be perceived by
the followers. In addition to this, different styles of classification of transformational leadership by Bass were awarded by different academics. One of the classifications among these styles is the charismatic leadership that is based upon a strong emotional connection
between the followers and the leaders; thereby, is perceived as leadership style based on value.
Along with efforts for the collective performance and excelling self-interest, the vision of the leader is internalised and identified by the followers as a charismatic leader. Individualised consideration is another element of transformational leadership; where there
are different types of motivational needs by different followers. A transformational leader is the one who is able to distinguish between all of the members of the team and can motivate them. The leader’s capability to be an idealised model is a significant factor of
transformational leadership. It is also considered as an idealised influence; whereas, intellectual stimulation is highly important. It is important so that innovation can be approached by the leader and followers can be dealt with, through the inspirational
A huge amount of work has conducted with respect to the transformational theory by Bass and his colleagues, which contributed to further expansion of its literature. For the purpose of creating a influence on the followers, a particular behaviour is used by the transformational leader. The relation between the followers and the leader become so deep that the performance beyond expectations’ level is provided by the followers. The reason behind is that the relationship is built through admiration, respect, loyalty, and trust of the leader. Moreover, motivational tools are used by the leader, in order to make followers realise the importance of the tasks’ results and to stay focused on them. However, it is important to be able to differentiate between transactional and transformational leadership. Where, the followers demand wages or other rewards in exchange when they fulfil the wishes of their leaders. Consequently, it can be argued that different kinds of behaviour may be involved by both transactional and transformational style of leadership, which required to be assessed. One of the tools for measuring the leader’s behaviour is the multifactor leadership questionnaire (MLQ). It is a type of questionnaire that is supposed to be filled by the followers so that the leader’s behaviour can be assessed. With the passage of time, different changes have been made in MLQ with respect to its content and types of behaviour.
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