The paper 'Managing Organizations during Crisis' is a wonderful example of a Management Case Study. Transformational leadership is an approach that comes up with clear goals and expectations, encouraging others, offers support, recognition, stimulation of emotions, self-reflection, and inspiration, and acts as a fairness and integrity role model (Ahmad et al. 2014). It involves ensuring that social systems and individuals are changed, with the end result of being developed into leaders in themselves (McCleskey 2014). The leader will identify closely with what needs to be done, come up with a vision that will inspire everyone, and ensure that implementation is done with the maximum willing support of all members (Brown & Harris 2014).
This is especially important nowadays because globalization has brought competitive challenges that require businesses to be as adaptable as possible, hence the importance of transformational leaders (Bremmer 2014). This paper discusses the idea of transformational leadership, outlining its advantages and obstacles as an approach, and what organizations need to do during times of corporate crisis in terms of leadership. Advantages of Transformational Leadership during Crises Transformational leadership plays a major inspirational role (Chou et al.
2013). In its execution, the leader will usually motivate his followers by enabling them to share a vision, and because he or she will usually show enthusiasm and passion for what is to be done, team members are rallied more easily towards maximizing their performance (Soliman 2014). They will motivate the employees in the most skillful way, with positive effects on the outcomes of the business, especially productivity (McCleskey 2014). As each employee takes part in the achievement of set goals, they will tend to become more integrated into the group, hence a form of psychological contract is created with the leader and the organization in general therefore commitment (Wilson 2013).
During a crisis, therefore, the leader will use the passion they have to gather employees and have them directed towards one direction, and his or her energy will be transmitted to every other employee. Transformational leadership is a good approach because of its provision of a clear standard for performance. According to Chou et al. (2013), the aim of transformational leadership is to increase performance, morale and motivation levels through providing inspiration, improved identification with the organization and mission and acknowledging everyone’ s strengths and weaknesses so that individuals can be harnessed in the best way that will ensure maximum performance.
Brown & Harris (2014) add that the transformational framework usually makes it possible to make a swift assessment of the state of the organization and knowing exactly how it should be changed, through alignment with the vision and mission. A transformational leader will, therefore, pursue a clearer communication of the vision, as a result of which the leader can easily handle crises as they always have the big picture of the problem at hand. Transformational leadership will ensure greater job satisfaction.
The workforce is the main resource that will help the organization to cope (Day & Moorman 2012). Organizational culture is always about basic philosophies, financial interests, and technical concerns, and the transformational leader will on his part work on changing the culture by means of organizational values, policies, and norms (Cummings & Worley 2013). Effective transformational leadership will try as much as possible to recognize the needs of followers, provide a vision and motivate them to put more effort than they normally would while conveying inner strength and maximum self-confidence (Beatty 2015).
Meanwhile, job satisfaction is closely related to whether the approach of leadership is transactional or transformational. According to Ahmad et al. (2014), the satisfaction of employees is greater when a leader applies intellectual stimulation and commitment to vision rather than the application of contingent rewards. Related to this, the approach promotes the development of people skills. Jati et al. (2015) argue that the transformational leader will use the vision as a way of clarifying the objectives and refocussing the organization’ s direction.
When the leader is intellectually stimulating, the followers are also likely to be creative and innovative, as they are able to view challenges in new perspectives and will be questioning previous assumptions.
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