Basic Characteristics Of A Transformational Leader

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Transformational Leader In order to understand the effects of a transformational leader on their subordinates, we must understand the basic characteristics of a transformational leader. Transformational leaders “motivate their followers to transcend their self-interest in favor of the interests of the group” (Breevaart, Bakker, Demerouti, Sleebos, & Maduro, 2014, p. 194). Additionally, according to Walsh and her colleagues, there are four dimensions to characterize transformational leadership: idealized influence, inspirational motivation, intellectual stimulation and individualized consideration (Walsh, Dupré, & Arnold, 2014, p. 163). It is evident that the transformational leadership style is more of an intrinsic approach to leading then …show more content…
The charismatic characteristics of the transformational leader along with their inspirational attitude and ethical behavioral patterns seem to be their most alluring features. Transformational leadership style tends to nurture relationships rather than set one against another for the sole purpose of achievement. Because human beings have self-identifying needs that need to be filled, male and female subordinates alike are drawn to the transformational leadership style. Additionally, J.G. Callier states that “studies have found managers engaging in transformational leadership practices reduce turnover intentions by attending to the needs of employees by providing them with individualized attention and consideration” (Caillier, 2014, p. 10). While there are many reasons that a subordinate would wish to leave an organization, if their leader possess transformational characteristics the likelihood of exit could be curtailed. Further, subordinate gender as well as leader gender does not necessarily play a role in who will stay or …show more content…
The diversity of the group can play an integral role when conflict occurs. It is important that a leader manage conflict effectively to alleviate if from spinning out of control. It can be assumed that from the previous information, transformational leaders can be more effective in conflict management due to the notion that they interact on an emotional level. Ayoko et al. suggests that “leaders must manage team members’ emotions during conflicts in order to avoid the development of negative group emotional history” (Ayoko & Konrad, 2012, p. 696). As human beings, we do not always agree and also have strong opinions about things that are important to us. Ayoko et al. also points out that leaders need to be aware of all five conflict behaviors: competing, accommodation, collaboration, compromise and avoidance as well as able to “thoughtfully apply many different conflict management strategies” (2012, p. 699) in order to be the most effective when resolving

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