Essays on Leadership, Innovation and Change - Transformational Leadership Coursework

Download full paperFile format: .doc, available for editing

The paper "Leadership, Innovation and Change - Transformational Leadership" is a great example of management coursework.   Different business organizations apply different leadership styles during their day to day business operation. Transformational leadership style, as earlier noted, ultimately determines how the employees within the business organizations carry out their day to day duties and responsibilities. It also dictates the magnitude of the performance and success of the business organization. This means that whenever employees are highly satisfied with the kind of leadership styles they receive from the management, they become motivated.

As a result, they deliver the best result to the company and enhance its success. Therefore, this implies that transformational leadership is one of the greatest assets of the business organization. Therefore in this essay, I will explore the role of transformational leadership and what such leaders are expected to do in order to take the organization to the nest successful level (Sarros, Cooper & Santora, 2008). Transformational Leadership A transformational leader is the one who has the ability to motivate and take the employees to carry out their duties and responsibilities efficiently within a business organization.

The general definition of a leader states that he or she is somebody who is eligible to motivate or inspire people to do the assigned duties. During the process of motivating employees, transformational leaders tend to ask a lot of the questions when interacting with the employees during daily business operations. Usually, such a leader makes eye contact with the employees so that such employees can understand that their leader focuses and put a lot of attention to them. The leader ensures that the welfare of the employees is taken care of so that they can deliver their services more efficiently (The World Bank Institute, 2009).

In simple terms, transformational leadership occurs when a leader within a business organization put on the forefront the priorities of the employees by adequately feeling on them. For instance, employees are regularly involved in the decision-making process. The leader achieves these by motivating their employees to render the best services possible, asking them to give out their opinion about any changes which has been made within the business organization and involving them on various factors which contributes to the progress of the business organization.

Research indicates that when employees are involved in the decision making progress, they will develop positive feelings about the organization. They will feel that they are attached to the company, and they will focus on the best performance during their daily operation. Transformational leadership as seen, therefore, is about the empowerment of employees to strive to excellence on their own will rather than being pushed by the company to do so. Roles of transformational leader to the Company The transformational leader plays a significant role within the company.

Research indicates that whenever there is a transformational leader within an organization, the self-esteem and the morale of the workers is highly raised, leading to high productivity as a result of hard work by such employees. A transformational leader will venture into an organization, analyze different factors and adequately know what is needed to be done to make the situation to be better. Transformational leaders have various approach of not only changing the work environment to be conducive, but they tend to focus mostly on how they can develop an individual’ s talents.

Under transformational leadership, employees tend to strive hard and work towards promotion as this leadership style push them to deliver the best by working hard and becoming developed an employee. Research further shows that transformational leadership encourage their potential employees during a harsh and critical time, acknowledge the events that occur in their lives such as when their employees lose their members of the family and congratulate by rewarding those who meet the company’ s expectation. As such, the employees will feel valued and wanted and they will by all cost adhere to the principles of the company (House, 1996).

Reference

Barsh, J. (2008). Leadership and Innovation. Retrieved from http://www.mckinsey.com/insights/innovation/leadership_and_innovation

Bass, B. M. (1985). Leadership and performance beyond expectation. New York: Free Press.

Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, (Winter): 19-31.

Benner, M. & Tushman, L. (2003). Exploitation, exploration, and process management: The productivity dilemma revisited. The Academy of Management Review, 238-256

Burns, J. M. (1978). Leadership. New York: Harper & Row

Dayan, M., Benedetto, A., & Colak, M. (2009). Managerial trust in new product development projects: Its antecedents and consequences. R&D Management, 39(1), 2137

Gliddon, D. G. (2006). Forecasting a competency model for innovation leaders using a modified Delphi technique. Retrieved from http://www.openthesis.org/documents/Forecasting competency-model-innovation-

House, R. J., (1996). Path-Goal theory of leadership: Lessons, legacy, and a reformulated theory. Leadership Quarterly, 7(3), 323-352

Sarros, J. Cooper, B. K & Santora, C. (2008). Building a climate for innovation through transformational leadership and organizational culture. Journal of Leadership & Organizational Studies, 15, 145-158

The World Bank Institute: Leadership and Innovation (2009). Retrieved from http://wbi.worldbank.org/wbi/devoutreach/article/365/leadership-and-innovation

Wolfe, R. (1994). Organizational innovation: Review, critique and suggested research directions. Journal of Management Studies, 31, 405-431.

Download full paperFile format: .doc, available for editing
Contact Us