Evolving Leadership Models
Leadership is the social influence of an individual that aids them to get the cooperation of people in order to get tasks done in an organizational setting. For a person to be considered a leader there are certain values, traits and skills that the leader must possess to be considered fit for the title “leader” These qualities include, integrity, decisive, courageous, inspiring just to name but a few. Leadership models define the manner in which leaders execute their duties. The essay that follows will explore different leadership models and center the discussion around transformational and transactional leadership models.
My choice leadership model is transformational leadership. In transformational leadership, the leader is inspiring, enthusiastic and passionate, is involved in the organizational activities by employees, and focuses on helping each one of them to achieve desired results. They challenge employees to do more than they originally intended by setting higher expectations to achieve great performance (Bass & Riggio, 2012). Continuous improvement and standardization is priceless to the employees and the organization’s success. Great leader-follower relationships are fostered and a conducive working environment results where there is a constant personal improvement, which defines the organization’s culture (Hacker & Roberts, 2003).
I do not prefer transactional leadership on the basis that it is stressful to follow. Transactional leadership is a give and take type where leaders only focus on supervision and employee performance is either rewarded or punished. They focus on criticism, negative feedback and reinforcement (Lang, 2011). The transactional model of leadership has rules, procedures and standards that are clearly set and employees must adhere to them to the latter. The term transactional leadership stems from the fact that employees are either rewarded or punished for the output they bring to the organization (Lussier & Achua, 2009).
In summary transformational leadership is more employee-focused where relationships and self-improvements are vital while transactional is more job focused and the leaders are not concerned with relationship. Therefore, I support transformational leadership.
References
Bass, M. B., & Ronald E. Riggio, E. R., (2012), Transformational Leadership, Psychology Press.
Hacker, S., & Roberts, T. (2003), Transformational Leadership: Creating Organizations ofMeaning, ASQ Quality Press.
Lang, M. (2011). Transformational Leadership. Munich: GRIN Verlag.
Lussier, N. R., & Achua, F. C., (2009), Leadership: Theory, Application, & Skill Development: Theory, Application, & Skill Development, Cengage Learning.
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