Leadership Style

The transformational leadership behaviors have two main focuses that moderate its effect on creative behavior at different levels within the organization. It can be individual focused and/or group focused depending on the situation. TFL behaviors toward the individual are individual consideration to help individual team members stretch their capacity and intellectual stimulation to help individual team members stretch their critical thinking. TFL behaviors toward the group are idealized influence to stretch the capacity of the entire team and inspirational motivation to inspire all group members to put the group’s need before individual needs.

The intent of this qualitative research is to determine if the theory of transformational leadership came become a robust and established format from which to foster the authentic needs of followers throughout organizational systems and its culture, by using a team based approach utilizing the followers input and creativity to optimize their work ethic, qualitative and quantitative product productivity.

Furthermore, while Lopez-Zafra, et al. (2012) found transformational leadership to be the most effective leadership style in contemporary organizations, previous research suggested that in order for an individual to be a transformational leader, he or she must exhibit high levels of emotional intelligence. Lopez-Zafra et al. (2012), define emotional intelligence as “the

The studies presented, are similar because the goals are to provide effective leadership and effective teamwork. However each author proposed distinct research questions; for example, Piccolo, R. F., Greenbaum, R., Hartog, D. d., & Folger, R. (2010) how effective is the leader’s role in shaping the objective nature of jobs, and ethical leadership is associated with assessments of job autonomy, Wu, C., Wang, P., & Tsai, L. (2010), questions, if transformational leadership is the mediating variable between team spirit and team interaction, Zubair, A. , Bashir, M. ,

The role of a leader is to set vision and direction for an organization, and transformational leader “is often depicted as having charisma, or personal magnetism” (Golensky, 2011, p. 73). The most important attributes of this type of leader are self-confidence, determination, vision, and motivation which inspire followers to embrace the proposed change. In addition to having a moral purpose and a compelling vision for the future, transformational leader also “sets a personal example for followers to emulate and demonstrates confidence in the proposed new direction through frequent communications and interactions with other group members” (Golensky, 2011, p. 73).

Transformational leadership concentrates on growing employee motivation and engagement; these leaders endeavor to link employee and organizational values (Brown, 2014; Føllesdal & Hagtvet, 2013). This suggests that EI is an important aspect of this type of leadership on two levels (Brown, 2014). First, leaders seek to engage and influence followers. To accomplish this object, leaders need self-awareness and self-regulation. Second, transformational leaders acknowledge that in order to motivate and influence the behaviors of

Organizational transformation is inevitable with today’s job market. As a leader in an evolving business structure, leadership plays a significant role in business operations. A symbiotic relationship between management and subordinates exist within most organizational structures. Examining the connection must first establish a clear meaning of the term. Pringle and Starr (2006) proclaim that “management is the process of planning, organizing, influencing, and controlling to accomplish organizational goals through the coordinated use of human and material resources” (p. 3). An effective leader must have the ability to develop strategies for improving a business. Typically, one set goals and works toward successfully meeting those expectations. Furthermore, establishing a structure, which accommodates the body of the organization and consumers, is a beneficial approach toward an operative establishment. Also, persuasion is a unique method, which is valuable if appropriately used. Encouraging an individual to change their way of thinking is an easy task if the motive has a positive outcome. For example, promoting teamwork over an individualistic concept by placing emphasis on favorable results can inspire individuals to work collaboratively to meet a mutual objective. Lastly, regulation of a business setting is essential to eliminate pandemonium. Monitoring behaviors

Lehmann-Willenbrock et al. (2015) found a negative link between transformational leadership and team member’s counterproductive communication. The majority of the measurements used to execute this study have been tested for validity and reliability. Flaws with the study include, (a) hierarchical supervisor-led meetings were not examined, (b) there were no causal conclusions from the multilevel mediator model, and (c) team members’ personal views were not taken into consideration. The study results relate to the proposed topic as it indicates the importance of transformational leaderships on team dynamics. The proposed study will show that unless emotional intelligence skills are considered during team meetings, an organization’s goals may not be successfully realized.

A healthy environment that achieves high-quality production, appreciates over-the-top work performance, and motivates another with respect and trust. This transformation leadership approach will motivate employees, enhance productivity through communication and meet goals. Managers will look at “the big picture” to complete tasks and needs. They’ll use their leadership style to success. As a manger, my strengths are:

However transformational leadership is a process of gathering higher levels of motivation and commitment. Bass (1992) theory of transformational leadership firsts focused on ‘’compering effects of transformational and transactional leadership on individual performance, satisfaction and effectiveness’’ (Ozaralli 2003:335). However it was also linked to effectiveness, innovations and improvement (Bass, 1995). Bass (1995) have given four dimensions of transformational leadership: Charisma, Individual consideration, intellectual stimulation and inspiration.

Transformational leadership is characterized by the ability to implement significant changes. The leader of this type brings a change in the concept of the future development of the organization, its strategy, culture, manufacturing, and applied technologies. Rather than analyze and monitor specific transactions with employees using the rules, guidelines and incentives transformational leader focuses on "non-material matters": perspectives, shared values, new ideas. It seeks to establish cooperation, give meaning to the work of subordinates and to involve them in the change process. Transformational leadership is based on personal values, beliefs, and as a leader, not on the interchange between him and his subordinates.

In order to catch up with the rapid changes in the business world, an organisation has to be able to manage change and implement change to sustain a competitive advantage over competitors. The leaders of an organisation plays a huge role in detecting changes and implementing changes to an organisation to improve the organisation’s overall performance. Leaders are people who have ‘the ability to influence a group towards the achievement of goals’ (Dran, 2004). Leadership is then categorised into transactional leadership and transformational leadership. The traditional view favoured transactional leadership where the leader is given the power to make all decisions and stated in early times what the reward will be (Burns, 1978). However, as the world changes, transformational leader is favoured now. Transformational leader recognises their followers’ needs and empowers them (Bass, 1990). Transformational leader influence and encourages their followers in a positive way and this leadership style is highly preferred for an organisation to become successful (Krishnan, 2002). The type of leadership would affect the organisation’s performance, especially the employee’s performances (Mohiuddin, 2017).

Transformational leadership is a leadership approach in which the leader is tasked with the responsibility of identifying the needed change, and creating an appropriate vision to direct the change through inspiring the team to execute the change (Fairholm & Fairholm, 2009). Transformational leadership is also essential in serving to enhance innovation and motivation, morale and performance of roles of the different followers through the use of various mechanisms such as connecting the sense of identities of the followers or the projects to the collective distinctiveness of the organization. It also requires being a key figure for the followers so as to inspire them and to ensure that they have an interest in the project and to increase this interest. It involves

The objective of this research is to evaluate the relationship between transformational leadership style and the acceptance or resistance of the employees during an organizational change. Every day organizations present processes and change situations that allow the optimization of the production processes, or restructuring of services. During this process the employees can manifest concerns and uncertainty. The leader has to build confidence in the team and clarify their questions as required. The following study will examine how a leader can create the best climate for change and form the vision among the employees that change must be achieved in order to serve their customers better. The strategies of the leader have to be focused on creating and managing a team-based empowered organization, and pushing the decisions to the lowest possible levels. The leader will have to persuade and convince the upper management that the “command and control” style is not working anymore on the organization and prepare them for the changes.

There are individuals who lead the entire association in attaining the objectives set and they guarantee long haul effective execution of the organization. These type of leaders follow the leadership styles of transformational and transactional in which possess the attributes a willingness to set pride and ego aside to create a great change, fearless, and humility. Their determination, vitality and enthusiasm sway others to strive for achievement and ceaseless change. (Speier et al., 2006). It is essential for a leader