Incorpora Transformational Leadership: A Case Study

Despite the organizational size, each organization creates a vision to become grander, superior, and more profitable in their realm. In efforts to achieve their vision, each organization manifestes a philosophy of desires that are believed to enhance the path to its vision’s goal. Each philosophy maintains specific objectives that are dependent and independent of the place, time, and level within the process of management and employment level. However ambiguous these philosophies may be, the belief that each objective must be dissected, confronted, and overcome is a frightful undertaking at the onset. Ambiguous philosophies at the organizational level must be met with a formidable strategy that is both logical and relatively simplistic. With several conceivable paths to overcome the same organizational problem, there must be one suitable answer. This answer must be capable of foreseeing, planning, and contending with the unknown with the resources available. These all may be overcome provided the proper analytical application of leadership is solicited and incorporated in the selection of the leaders and managers. Incorporating a selection process for the employment of leaders and managers that possess the acquired, learned, or incorporated proven abilities to promote positive organizational development is crucial. Bringing an organization together with an ability to influence employees to achieve and maintain a high level of performance is a practical goal. This influential ability is more aligned with a leader whom: (1) is goal-oriented, (2) has interpersonal communication skills; (3) is self-confident; and (4) exhibits behaviors highly effective to organizational effectiveness. While there are many different levels and types of leadership, the success of these is measured in performance, growth rates, and employee turnover (Lacerda, 2015). Moreover, a leader must be capable of launching a strategic vision, mutual purpose, articulate a viable mission statement, and formulates group goals and a common agenda for the organization; this defines the ideal leadership style; the transformational leader. Discussion The need for a detailed type of trait or characteristic must have justification for its assimilation in the organization. Specific traits and characteristics can be combined within a categorical leadership style. The determination for recruitment and use of a specific leadership style incorporation requires justification at an organizational level. This justification may be discovered when defining: (1) the ideal leadership style; (2) the leadership impact and organizational effectiveness; and (3) the settings and context of the ideal leadership. After defining all three, the need for a transformational leader may become unmistakably evident. The ideal leadership possesses a magnitude of capabilities is seen it its definition. The Ideal Leadership style The ideal leadership style consists of more than just operational perspective. The transformational leader denotes one who possesses an inspirational perspective behavior that is charismatic. Additionally, this leader is a visionary who influences the followers and establishes shared goals. These mutual goals have established expectations the employee’s intrinsic motivation is harnessed by the transformational leader. Furthermore, the transformational leader cultivates creativity and intellectual stimulation of the followers in achieving an optimum result (Qu, Janssen, & Shi, 2015). But there is still more to the transformational leader’s role. The transformational leader provides the followers a role model to emulate. The efforts initiated by the leader in goal attainment, the sacrifices made to benefit the followers, and the morally ethical behavior are exceptional. Leading the team with admirable values, beliefs, and standards of consideration encourage followers to perform. Additionally, the transformational leader also attends to follower concerns and needs which in turn mentors the growth and development of the followers (Qu, Janssen, & Shi, 2015). All of these characteristics and traits advance the organization while inspiring the employees. The impact and effectiveness of the transformational leader are measurable in impact and …show more content…
Research suggests transformational leaders may demonstrate their leadership behaviors at any organizational level. Transformational leaders compel vision, excite followers, and establish challenging goals as well as expectations. Their abilities to generate energy within the employee and unearth their enthusiastic efforts to meet and exceed anticipated goals is quantifiable. Leading the employees with positive perceptions encourages them to go above and beyond personal limitations to meet the collective goals (Barrick, Thurgood, Smith, & Courtright, 2015). The transformational leader is flexible and attuned to the