Transformational leadership presents motivation and encouragement of employees to create changes that might result in future company advancement.
The majority of leaders fail to gain clear communication with their followers, coach them to succeed, or motivate them to achieve excellent performance. However, the psychological rewards of transformational leadership inspire workers to increase the productivity and efficiency necessary for the companys success (Manning, 2009). Transformational leadership focuses on the fertility in communication rather than the lack of positive feedback from mentors usual for transactional leadership (Bonsu & Twum-Danso, 2018, p. 39). Furthermore, a leader tends to work with teams to motivate employees with their behavior to go beyond their capabilities (Basri et al., p. 39). Avolio et al. (2004) and Dvir et al. (2002) stated that employees were inspired by their leaders who showed trust and loyalty to their followers. Moreover, the leaders might influence the staff by motivating them to support organizational goals (Schermerhorn, 1999). Choudhary, Akhtar, and Arshad (2012) claimed that the company could yield fruitful benefits from the employee behavior affected by transformational leadership. Thus, the productive communication of mentors with staff could result in beneficial cooperation to achieve success.
The transformational leadership method is widely used in education to advance students knowledge. The schools may also benefit from improving their settings and enhancing students performance (Anderson, 2017). For instance, education leaders might benefit from acquiring a transformational style of leadership to enhance school scores. Furthermore, coaches can use this method in sports to connect with players and gain trust and loyalty (Kovach, 2018). Effective communication can lead to a thriving atmosphere in a team, proven to lead to success in competitions.
It can be concluded that the leadership style considerably influences the success of a business. Thus, transformational leadership yields fruitful benefits since it focuses on trust in the communication of mentors with staff, creating a comfortable atmosphere at the workplace. Moreover, such cooperation tends to inspire employees to go beyond their capabilities and show excellent performance.
Anderson, M. (2017). ‘Transformational leadership in education: A review of existing literature.’ International Social Science Review, 93(1), 4. Web.
Avolio, B. J., Zhu, W., Koh, W., and Bhatia, P. (2004). ‘Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance.’ Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(8), 951-968.
Basri, H. H., Abd Rashid, I. M., Abashah, A. B., & Samah, I. H. A. (2017). ‘The Roles of transformational leadership style for maintaining employee in team performance; empirical study in Malaysia pharmacy industry. International Journal of Information, Business, and Management, 9(2), 37.
Bonsu, S., and Twum-Danso, E. (2018). ‘Leadership style in the global economy: A focus on cross-cultural and transformational leadership.’ Journal of Marketing and Management, 9(2), 37-52.
Choudhary, A.I., Akhtar, A.A., and Zaheer, A. (2012). ‘Impact of transformational and servant leadership on organizational performance: A comparative analysis.’ Journal of Business Ethics. 116, 433–440.
Dvir, T., Eden, D., Avolio, B. J., and Shamir, B. (2002). ‘Impact of transformational leadership on follower development and performance: A field experiment.’ Academy of Management Journal, 45(4), 735-744.
Kovach, M. (2018). ‘An examination of leadership theories in business and sport achievement contexts.’ The Journal of Values-Based Leadership, 11(2), 14.
Manning, G. (2012). The art of leadership. Tata McGraw-Hill Education.
Schermerhorn Jr, J. R. (1999). ‘Learning by going? The management educator as expatriate.’ Journal of Management Inquiry, 8(3), 246-256.