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Leadership Perspectives: Transformational and Transactional
The transformational and transactional leadership is related to trait theory, skill approach and behavioral perspective in that all these theories share some of the same elements, traits, skills, and leadership behaviors such as self-confidence, energy, motivation and ability to communicate. And transformational leadership was introduced to organizational behavior to propose that some leaders, through their personal traits and their relationships with followers, go beyond a simple exchange of resources and productivity.
Transactional leadership is based upon transactions between leaders and followers where the leaders supply followers with resources, rewords, and structure of tasks, where the followers in return exchange get motivated, work hard, increase efficient performance, and carry out the organizational goals., studies show that transformational leadership can increase employee proactivity by strengthening their adherence to the organization.
Transactional leadership has two types: Contingent reward where leaders supply followers promised reward when the followers achieve their organizational goals., these achievements show the effectiveness of the management. (Bass 1985), and that individualistic cultures may interact more favorable to transactional leadership than collectivistic cultures (Walumbwa, Lawler, and Avolio, 2007
Management by exception:
It is the leadership type where the leader’s infraction with his followers is minimum., and only interferes with the followers when there they have committed mistakes., and in active (MBE), Leaders continuously supervise and watch followers and correct mistakes as they occur. (Bass & Avolio 1990)
Transactional leadership behaviors support the maintenance of the routine aspects of the organization necessary to keep internal health
Transformational leadership:
Current organizations require leadership that motivates and energizes followers to increase their work performance in such a way that it enables them to carry out their organizational goals., the three distinct factors transformational leadership are charisma, inspiration and intellectual promotion., the charismatic leadership relationship forms strong sentimental ties between leaders and followers which leads to loyalty and trust and imitation., the charismatic relationship which shows loyalty and respect flattens the path for undertaking major change by reducing resistance.
Intellectual promotion:
The leader can promote the followers by challenging them intellectually to solve the problems face them in their path to carry out their goals, by solid empowerment and components leaders can assure followers of their abilities to achieve goals.
Individual Consideration:
The development of personal relationship between the leader and the follower, and the leader treats each follower differently but fairly. Supplying each follower individual attention., this leads to better performance of the followers as they get encouraged and motivated.(Dvir et. Al 2002).
Transformational concepts apply widely to organizational effectiveness and leadership training. Connecting with followers and inspiring them would help most, Transformational leadership is suitable for when there is a need for change within the organization, and when there is a need for external adoption., and in case of cross genders and cross-cultural situations., female transformational leaders make an unparallel relationship with each of their followers, showing that women favor an interpersonal-oriented style of leadership.
REFERENCES
Nahavandi, A. (2015). The art and science of leadership (7th ed.). Upper Saddle River, NJ: Pearson