SULLIVAN UNIVERSITY

Organizational Leadership
Transformational Leadership
Final Paper LDR 550Z
Ramchander Enjamuri

Transformational leadership Sullivan University

Abstract The final paper describes the goals of transformational leadership in todays competitive world. It discusses the analysis, leader focus, advantages, disadvantages and benefits in detail to give an overview of its importance. To gain the attention of both the management and business there should be an impact of leadership on corporate success and business transformation. Leadership focuses on understanding of successful companies of the leaders; transformational leadership has been shown to correlate with business results. However, the development of transformational leadership is relatively known. The behaviors characteristic of a transformational leader is explained by the authors propose a methodology to expand this knowledge by examining the life and career experiences of leaders. Positively correlated to transformational leadership is identified the experiences through this methodology. Furthermore, evidence shows that transformational leadership is an under researched topic and hence this paper highlights why it can be used as an important tool to transform the current organizational process. Finally, the paper discusses transformational leaderships implementation, usage and outcome.

Transformational leadership Sullivan University

Introduction A leadership style that creates valuable and positive change in the followers, leadership model is way of looking in business and really looking at what is missing in that business. The basic model starts with relationship and trust because the foundation of relationship and trust is necessary in any major accomplishment, a true leadership builds relationship and trust first, they are creating context for action and this is vision of some feature like what is the purpose of the business, what is the core values of the business, and what is the specific mission of the business in terms of outcome in time frame. We need alignment and commitment to achieve the goal. Alignment means all are driving the task in the same direction, and also the mood generates to complete the task, finally the capacity for action in an organization is the main expertise how capable are the people with the technology and with main knowledge in business to business action, the culture capability of an organization that has to be develop as a function how deep is relationship and trust. According to Bass & Avolio (1994) transformational leadership is important in administration; leaders and followers make each other advance to a higher level of motivation and morale and create significant change in the life of the people by redesigning perceptions and values as well as changing expectations and aspirations. Transformational leadership or spiritual leadership truly believes that they can make a difference and know that they have to be the change and want to see in the world and they realize that real change comes from within, they have the courage to reach out for new worlds, they do that together with others by encouraging exploring and independent thinking, they also strongly

Transformational leadership Sullivan University

believe in others and listen to them and their ideas, they empower them without losing any power, and can awake in others full potential. Transformational leaders have strong values and principals which they live by. Leaders are tough where they must be but always soft where they can, they never stop learning and they know that mistakes and change are necessarily for growth, they know that failure is only just a part of the learning experience, they are well balanced between logic and empathy, they are compassioned coaches or mentors and they can handle excellently the complexity and paradox of life, they have dreams and can make other enthusiastic about them in times of stress or pressure out of inner vision and insight, they motivate and are been trusted, they give meaning and purpose, they are inspirational and set an example for others to follow in this spirit, they stand in this world from out of their own creative power, firmly and strongly rooted with the internal focus to others and the outside. The impact of transformational leadership both on followers creativity at the individual level and on innovation at the organizational level, which transformational leadership has important effects on creativity at both the individual and organizational levels, the relationship between the learning strategies of managers and their organizational leadership practices in a business context. Specifically, it focuses on learning strategies and their

relationship to transformation leadership. The study involves examining the learning strategies of business managers and their overall leadership effectiveness based on criteria of transformational leadership. Currently, there is limited quantitative research on the relationship between learning strategies and leadership. The findings from this study, which examines the relationship between learning and leadership, have implications for the design of leadership development programs, particularly those for business organizations. When transformational leadership is faced in some matter of challenges they operate from a high of set of values which
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Transformational leadership Sullivan University

allows them to capitalize the opportunities, they rise to challenge using values and vision to guide them to a transformational solutions. Transformational Leadership is to transform the nature of organizations in the world through developing, researching, and transmitting the principles of transformational leadership with a unique emphasis on personal transformation as the starting point for transforming our businesses, and our communities. The transformational leadership support research, education, and synthesizing personal and organizational transformation and providing transformational learning for transformational leaders.

Comprehensive review of the scholarly literature that applies to your topic Schell (2008) explains a transformational leader as one who is able to lift a team above the dayto-day preoccupations to rally around a common purpose. The first to develop a framework of leadership behaviors defined as the full range leadership model, including two primary categories: transformational leadership and transactional leadership. Transactional leadership was defined about management-by-exception and contingent reward practices, while transformational Schell (2008), Youngblood and Farringdon leadership was defined to include charisma, intellectual stimulation and individualized consideration. To idealized influence the concept of charisma was criticized as being incompatible with transformational concepts and was changed. The concept of exemplary leadership, sometimes referred to as transformational leadership, as characterized by five leadership practices: 1) modeling the way 2) inspiring a shared vision, 3) challenging the process, 4) enabling others to act and 5) encouraging the heart. Methods of measuring transformational leadership:

Transformational leadership Sullivan University

There are a number of instruments developed to measure leadership practices and effectiveness. In their overview of measuring leadership, it has been identified 30 unique survey instruments that have been or are being utilized to measure leadership and leadership effectiveness. Among these instruments, the two that appear to be most commonly utilized for measuring transformational leadership in the literature are Leadership Practices Inventory and Multifactor leadership questionnaire. The literature supporting to use of the substantial and two recent dissertations as well as an application and performance. In the first recent dissertation, utilized to study the leadership styles within the navy and correlate those styles to the effectiveness of navy reengineering programs. The transformational leadership behaviors had a significant correlation with respondent perceptions of employee satisfaction, effort and effectiveness as well as organizational effectiveness. However, no significant relationship was found between actual goal attainment and any of the leadership styles measured. The second recent dissertation was completed and investigated the correlation between transformational leadership. Interestingly for this research, found transformational leadership highly convergent with charismatic leadership. Effectiveness of Transformational Leadership: Transformational leadership has been shown to be an effective way of improving organizational performance in a wide variety of settings. To show a positive relationship between transformational leadership behaviors and team empowerment this literature review and experiment that empowerment has been shown to positively correlate to team effectiveness. Additionally, noted through analysis how transformational leadership can improve the capability of sales forces. Bass (1994) describes there are four components of transformational leadership they are:

Transformational leadership Sullivan University

Charisma or idealized influence, Inspirational motivation, Intellectual stimulation, Individualized consideration or individualized attention. 1. Charismatic leaders having a clear set of values and demonstrating followers in every action providing a role model for their followers. Trust for both leader and follower must be genuine like is built on a solid moral and ethical foundation. 2. The leaders give inspirational motivation to the followers. Leaders with inspirational motivation challenge followers with high standards, communicating about the goals, and provide meaning for the task. Followers need to have a strong sense of purpose if they are to be motivated by the leader. 3. The leader challenges assumptions, takes risks and solicits followers ideas. Leaders encourage creativity in their followers. The leaders provides the framework for

followers to see how they connect to the leader, the organization, each other, and the goal. 4. The leader attends to each follower's needs, acts as a mentor or coach to the follower and listens to the follower's concerns and needs. It is the diversity of the team that gives it its true strength. This approach not only educates the next generation of leaders, but also causes to move in particular direction followers to further achievement and growth.

Personal view of the scholarly literature (agree/disagree)

Transformational Leadership is awareness of our own thoughts and feelings, and how these affect the actions. As awareness grows, you begin to see your own inner motivating force, which drives passions and values, and how these affect your thoughts, feelings and actions. As you

Transformational leadership Sullivan University

become more aware your perception increases, and are able to choose actions that directly meet the needs of the situation and people around us, but much more powerfully than a situational leadership style. Transformational Leadership inspires thoughts; feelings and actions are

consistent and inspires them to follow. Not only does it inspire others to follow, but to become leaders themselves. This approach to leadership is a model of competition between individuals, teams or nations, to a connection with the whole of a situation.

Personal experience I have professional software development experience in Microsoft technologies. During my experience as a team lead I had the chance of leading my team to achieve the goal. I have worked with very good team on the project to achieve the goal or targets with in the deadline of each task. We had scrum meetings three times every week with our team regarding the tasks of the project. Project manager helped a lot to achieve targets. In our meetings we used to discuss how should take the approach to complete the task in budge and divide the work individually. As this was very big organization and have to deliver the project on time for the reputation of the company. There was communication gap between couple of team members which affected the project and the team to complete the given regular task leads to bad reputation of the team and also there was lacking attention towards meeting to learn from others in-order implement the things. The transformation leadership skills help me to manage the team to achieve the goal.

Transformational leadership Sullivan University

Summary
Transformational leadership is about implementing new ideas; these individuals continually change themselves; they stay flexible and adaptable; and continually improve those around them. (http://www.legacee.com/Info/Leadership/LeaderResources.html). A positive correlation between the use of transformational style leadership and business results is because of this correlation between business results and leadership. Business should be very interested in hiring leaders who exhibit transformational leadership behaviors. The main problem is a limited understanding of the factors and experiences that enable a leader to develop and apply transformational behaviors. A study to identify the roots of transformational leadership would be useful on many levels. The primary benefit of engineering managers would be to strategic advantage. A secondary benefit could include the development of training programs that lead to improved exhibition of transformational leadership qualities within the leaders of an organization. This research will identify characteristics or experiences that have a correlation to transformational leadership behaviors. This paper has outlined the current state of leadership related research in the literature, focusing on transformational leadership and proposed a study into the antecedents of transformational leadership to further the current body of knowledge. The study will sample from a variety of leader populations to gather data on their early development experiences. These experiences will then be compared to the leaders ratings on transformational behaviors, looking for correlation.

Why this research is important

This research is important in any organization to be a transformational leader understanding the situation and implementation phase of the process will vary according to the preferred learning style of the individual which lead to the development of the desired behaviors. The benefits and consequences of

Transformational leadership Sullivan University different approaches, guidance in the development of new ways of thinking to transform between each other. This paper also allows one to understand the importance of transformational leadership also makes us understand how and why global leaders are required to change traditional ways of interacting and communication in everyday business work.

References Schell, W. (2008). An investigation into the antecedent experiences of transformational leaders. Livingston, MT: PrintingForLess. Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness: Through transformational leadership. Thousand Oaks, CA: Sage Publications, Inc. Brown-Boone, V. L. (2006). Technology workers perceptions of transformational leadership and the workers behavioral outcomes: an empirical investigation. Retrieved from
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Muller, H. (2011). The Transformational CIO: Leadership and Innovation Strategies for IT Executives in a Rapidly Changing World: Hoboken, NJ: John Wiley & Sons, Inc. Cameron, K. S., Dutton, J. E., & Quinn, R. E. (2003). Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco, CA: Berrett-Koehler Publishers. Tichy, N.M., & Ulrich, D.O (1984). Classical Readings of Organizational Behavior: The Leadership Challenge A Call for the Transformational Leader. Belmont, CA: Ott, Parkes, & Simpson.
Capener, D. (2008). The rally cry of leadership. Retrieved from http://www.leadershiparticles.net/Article/The-Rally-Cry-of-Leadership/33726 Cox, R. (2008). Key challenges and pitfalls of transformational leadership. Retrieved from http://www.leadershiparticles.net/Article/Key-Challenges-And-Pitfalls-Of-TransformationalLeadership/8183 Cox, R. (2008). 4 Steps To Activating Personal Transformational Leadership. Retrieved from http://www.leadershiparticles.net/Article/4-Steps-To-Activating-Personal-TransformationalLeadership/8168

Transformational leadership Sullivan University

Goho, C. B. (2006). Transformational leadership in the culturally diverse workplace. Retrieved from http://search.proquest.com/docview/304937056/1310B39D66110D85445/3?accountid=14142 Kalu, A. K. (2010). National culture and leadership followers preference of transformational or transactional leadership in a power distance culture. Retrieved from
http://search.proquest.com/docview/758924789/1310B39D66110D85445/12?accountid=14142

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