Strengths And Weaknesses Of Transformational Leadership

785 Words 4 Pages
Even though lack of structure takes away from their strengths and prove to be somewhat ineffective for initial problems that require immediate solutions, this leadership approach is the most popular. Transformational leaders have high emotional intelligence (EI) that helps build rapport, trust, and instill responsibility in followers (Spahr, 2014). These traits and characteristics can inspire followers to perform greater than expectations. The basic moral values that describe the transformational leader share these traits among a high percentage of people. The transformational leaders lead by example and possess the needed vision to enact change for processes that no longer work (Spahr, 2014).
Everyone should have a self-concept of at least
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A positive work environment can be created with challenging job assignments, appropriate management policies, and reward practices. Additionally, workplace democracy encourages employees to communicate with management which in turn can have a positive effect with sharing the organization’s vision (Van Loveren, 2007). The commitment by management should be to develop a challenging and attractive vision with employees that can be tied to a strategy for achievement recognition (Van Loveren, 2007). This builds higher quality relationships that allow for more trust and support that allows both parties to communicate effectively (Carter, Armenakis, Feild, & Mossholder, …show more content…
Other weaknesses include the heroic leader stereotype that assumes the leader has the solution to all the problems. The burn-out is also an effect because of leader’s ability to increase task motivation and performance. Included in this ability to increase task comes the association to accept additional risk in the hopes of increased performance (Yukl, 1999). Overlooked details is also a risk as employees are willing to take on more responsibility to achieve the organizations vision. Change always places new demands on the organization with new constraints on performance. Unclear guidance from the transformational leader or leaders can create conflict as employees struggle to adapt (Carter, Armenakis, Feild, & Mossholder,

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