Transformational Leadership Style Analysis

Currently, different types of leadership styles exist in the healthcare industry. Not only does the leader need to be concerned with the employee’s satisfaction, but also the organization. The work must be at an adequate level of performance to be successful. The various leadership styles include autocratic, democratic, strategic, transformational, team, cross-cultural, facilitative, laissez-faire, transactional, coaching, charismatic, and visionary. Results indicate that this nurse has a coaching style of leadership after taking several on-line tests.

I personally choose to use transformational leadership as my style of leadership with the staff that I work with. There are many approaches I can use to implement this style, as well as many ways that I can share my leadership vision for leading in the healthcare environment. This leadership vision is influenced by previous leaders in my career, and a current leader today. By evaluating my strengths and limitations, I am able to evaluate opportunities for leadership and professional growth.

Transformational leadership comprises four components: inspirational motivation, idealized influence, individualized consideration and intellectual stimulation. The transformational leadership style can create positive outcomes for followers, which is a positive reflection of their leadership style. The transformational leadership style also has its dark side. Schuh, Zhang, & Tian (2013) describes two types of transformational leadership style, the first type of transformational leadership focus on altruistic goals and common good and behavior characterized by high moral and ethical standards. The second type of transformational leadership style is self-centered, focuses on their own status, authority, power, and position at the expense of

When it comes to contemporary leadership one size does not fit all. Contemporary leadership is a melting pot of theories, approaches, models, and styles that helps an individual lead a group or people or an organization. The trait theory is one example. It has its roots in leadership theory that suggested that certain people were born with special traits that made them great leaders (Northouse, 2013). Next is the skills approach which puts emphasis on the skills and competencies of the leader. Then there is the style approach which is strikingly different from the trait and skill approaches to leadership because the style approach focuses on what leaders do rather than who leaders are (Northouse, 2013). Another contemporary leadership

Leaders have played a pivotal role in every society throughout history. Today 's modern world is no exception to that fact. While there are many different styles of leadership, transformational leadership has become one of the most inspiring forms for leaders to embody. Along with changes in leadership style, the emergence of women as leaders in the workplace has brought about new forms of transformation. These changes have greatly impacted the professional climate of nursing. In order to fully examine these changes it is necessary to look at: the background of transformational leadership, how transformational leadership functions in nursing practice, the perceived boundaries for women as leaders, the application and effectiveness of female transformational leaders, and how women implementing transformational leadership can effect change of the term leader.

There are a number of leadership theories which can be implemented by the leaders in the workplace of the organization to maintain an effective leadership, such as transactional leadership theory, transformational leadership theory, trait theory, great man theory and behavioral theory. All of these leadership theories define a number of critical factors which are required in an individual to attain an effective leadership in the workplace of the organization (Miner, 2015). These leadership strategies and principles focus on the character growth of the leader in one way or other. For example, a transformational leader grow himself or herself to a high quality of character and motivates the followers to follow his or her footsteps to enhance their character and personalities. So the principle of leadership involves the focus on two factors of self-growth and then the growth of the followers. The quotation suggests these factors to be the success criteria for an individual playing the role of a leader. Most of the leadership theories support the self-growth and follower-growth factors to be the criteria to measure the effectiveness of the leadership of an individual

According to Kent assessment leadership tool, I am a transformational leader. This type of leader collaborate, encourage and motivate their team members using charisma (University of Kent, n.d). Transformational leadership style is very meaningful to me because I have the trust and confidence of people that allow me to influence them to adopt change. Transformational leadership has been linked to effective leader, with higher job productivity and satisfaction rates, and stronger motivation skills (Brandt, & Edinger, 2015). Transformational leadership style describe me. I encourage my team members to develop their skills to make them more efficient in a growing and learning environment. For example, recently

Transformational leadership theory creates a positive change in their followers. This type of leadership takes care of the organizational interests and acts in the welfares for overall group as a whole. With this type of leadership, the leader increases the motivation, self-esteem and performance with their team (Kovjanic et al., 2012). Transformational leadership theory exceeds transactional leadership and rather than explaining a set of particular behaviors; it charts a continuing process by which "leaders and followers raise one another to higher levels of morality and motivation" (Antonakis & House, 2014). Transformational leadership theory is based on leadership with morals and significance, and a purpose that exceeds short-term objectives

Being interconnected with others enriches us as humans and leaders, and maintaining positive and enriching relationships is my fundamental strategy for personal and professional success. Whatever we say or do to others, whether on personal or professional levels, has impact on them. Deciding on using words and demonstrating actions that can have positive effect upon others, either by empowering them to go beyond their comfort zone or encouraging them to believe in themselves and their own impact, opens the possibility of transformation.

Thank you for your post. As I survey my own submission and those of our peers, it is clear that many of us chose to examine the negative impact of charismatic leaders who are well known. It was refreshing to see that you choose a leader whom you knew as you sought to apply our course reading and discussions to a situation that was close to you. The ability to carry course material out of the theoretical realm and into one’s practical day-to-day life is what this is all about. Well done.

Upon taking the assessment, the transformational leadership style is the most predominant out of the three leadership styles. Within any unit I've worked, I tend to lead by example. I'm highly, supportive of my team members and offer assistance with any problems that one may face that require skill or experience. I motivate my team members to work as a team and to voice their opinions on problem-solving and how to get tasks done efficiently and safe. I care about my fellow team members and want our unit to be successful and reach all goals set.

To improve motivation of employees it is necessary for the Simbian’s top-management to change their leadership style. Balazs (2002) claimed that for industries, which based on individual’s creativity and team work, such as professional architectural firms, transformational leadership style is crucial for organizations well-being.

Leadership styles and approaches are essential for the high performance working in healthcare organisations (Yuki, 2006). Various leadership styles provide different impact upon the organisational performance, staff motivation, and high performance working. The attributes and attitudes that a leader possesses also have impact upon employee commitment and behaviour. These factors affect high performance working. Apart from this capacity planning which is one of the major operational activities in healthcare organisations also depends upon successful leadership. To maintain a high standard of customer satisfaction, effective management of service operation is very important in health care organizations. This essay examines the implementing

The following pages focus on analyzing the leadership style of Rahma Al-Mashrafi. This is an important example of transformational leadership. The Introduction provides information leadership styles, and presents the points of view used in writing this paper. The next section provides important information on the background of Al-Mushrafi. The Key Capabilities of the Leader section discusses some of the most important characteristics of Al-Mushrafi that make her a successful leader. The Conclusions section discusses some of the most important issues addressed in the paper.

When in a leadership position one must understand how influential they are to an organization. Their guidance and leadership will be a determining factor to the success of the organization. The leadership skills and style are key components that dictate the performance and action of the employees under that leadership. As a leaders it is important to know what you have control over. Leaders control both interpersonal and material rewards and punishments that often shape employee behavior and influence an employee’s performance, motivation, and attitude. They can affect an employee’s self-image and resulting potential in either a positive or negative way by being supportive, fair, and encouraging, or unsupportive, inconsistent, and critical. In addition, they can even affect an employee’s health and energy level by creating a stimulating work climate or one filled with tension and fear. The influence of a leader’s style reaches greater proportions as the effects on individuals begin to have a cumulative effect on group performance. There are no doubt variables other than a leader’s style that affect employee performance and satisfaction. Certainly, job challenge and interest, organizational working conditions and work climate, opportunities for growth and advancement, and peer relations among other factors should be considered. However, the potential consequences of a leader’s style should be understood and not be underestimated. In this document I will identify an