What are the similarities and diffrences between transactional and transformational leadership? What skills are required for both forms of leadership and illustrate how there can be applied an organisation?
There are various leadership styles, which are applicable for various situations for different type of leaders. Context of this work is limited to analyse similarities and differences between transactional and transformational leadership styles. More specifically, author of this will work will make an overview of list of skills that are required for both forms of leadership and how these can be applied in an organisation.
Transactional leadership style is based on defining clear goals and objectives for employees and followers as well as …show more content…
In the long run, transformational leadership style is proactive and able to form new expectations in people (for example: company business situation improvement, opening of new positions based on performance, changes in company microclimate). When a person performs well he is rewarded with appropriate rewards, but if the performance is poor, appropriate punishment is applied (for example: if a big project is completed on time and with excellent results an employee can get a raise or a bonus. If the project is not delivered on time annual bonus cancelation can follow for the team). In transformational leadership style main goal of a leader is to inspire and provide stimulation for the people. It is true to say that leaders value dedication and expect high ambitions from people. In transactional leadership style people are motivated by setting achievable goals, but in transformational leadership style people perform knowing that are working for goals, what go beyond their self-interest (for example: if person works overtime to complete this project in time, in future experience gained from this project will bring much more value to the company.) Performance of people in transformational leadership style is base on a "burning flame/spark effect" inside people. Leader tries to find this spark and fire inside employees to create an emotion …show more content…
Following skills can are required for both forms of leadership:
Driving for results. The main goal of these leadership styles is to get team and mission to the end. To make a final satisfying result, which will benefit not only the leader and the team, but also the company. For example, reduce company costs and increase profit.
Technical awareness. Technical knowledge and awareness should be present in both form. A leader should know his work and relevant field of work inside out, not only to verify and hold quality standards of the performance, but to guide and correct people. For example, be subject matter expert in particular projects, like introduction of a new aircraft into the fleet.
Conflict resolution. A true leader using these forms of leadership should be able to resolve conflicts without making to much damage to the micro climate in the company or making damage to the business side of the company. It should be in harmony, with respect to others. For example, two employees, who had relationship brake up. This could damage the team from inside, an appropriate approach to this matter could minimise the impact on
There are various leadership styles, which are applicable for various situations for different type of leaders. Context of this work is limited to analyse similarities and differences between transactional and transformational leadership styles. More specifically, author of this will work will make an overview of list of skills that are required for both forms of leadership and how these can be applied in an organisation.
Transactional leadership style is based on defining clear goals and objectives for employees and followers as well as …show more content…
In the long run, transformational leadership style is proactive and able to form new expectations in people (for example: company business situation improvement, opening of new positions based on performance, changes in company microclimate). When a person performs well he is rewarded with appropriate rewards, but if the performance is poor, appropriate punishment is applied (for example: if a big project is completed on time and with excellent results an employee can get a raise or a bonus. If the project is not delivered on time annual bonus cancelation can follow for the team). In transformational leadership style main goal of a leader is to inspire and provide stimulation for the people. It is true to say that leaders value dedication and expect high ambitions from people. In transactional leadership style people are motivated by setting achievable goals, but in transformational leadership style people perform knowing that are working for goals, what go beyond their self-interest (for example: if person works overtime to complete this project in time, in future experience gained from this project will bring much more value to the company.) Performance of people in transformational leadership style is base on a "burning flame/spark effect" inside people. Leader tries to find this spark and fire inside employees to create an emotion …show more content…
Following skills can are required for both forms of leadership:
Driving for results. The main goal of these leadership styles is to get team and mission to the end. To make a final satisfying result, which will benefit not only the leader and the team, but also the company. For example, reduce company costs and increase profit.
Technical awareness. Technical knowledge and awareness should be present in both form. A leader should know his work and relevant field of work inside out, not only to verify and hold quality standards of the performance, but to guide and correct people. For example, be subject matter expert in particular projects, like introduction of a new aircraft into the fleet.
Conflict resolution. A true leader using these forms of leadership should be able to resolve conflicts without making to much damage to the micro climate in the company or making damage to the business side of the company. It should be in harmony, with respect to others. For example, two employees, who had relationship brake up. This could damage the team from inside, an appropriate approach to this matter could minimise the impact on