4.The differences between two leadership theories
I)different motivating methods
Transactional followers are usually encouraged by some extrinsic motivations, such as, fat salary or promotion opportunities. So in transactional leadership, the relation to leaders and followers is actually a kind of transaction where the followers obey the requirements of their leader and perform the desired behaviors in exchange for the rewarding from leaders. However, in this motivating situation, the goals of followers and the goals of leaders or group are Incompatible. To be specific, the subordinates tend to reduce their workload but get get reward or salary; conversely, the managers are willingness to increase the workload of their subordinates to maximum the profit. The relationship between athletic coaches and athlets is a good example in this leadership style. Carthen(2006) have described a typical transacing leadership situation in sports area. According to the description of Cleveland Browns football team in his journal, by rewarding promise for desired performance, the coaches could motivate their athletes to train and compete in pain and subject their body to serious injury. However, the goals of players is that minimum the risk of injury and get the rewarding.
On the contrary, transformational leaders motivate their followers and enhance their performance through higher ideals and moral values rather than personal benifit. Specificly, managers in this leadership style make their subordinates aware of two things: their performances is important for the organization to achieve its goals; it is also necessary for themselves to improve and grow. Besides, leaders also motivate their followers by sharing their own views and vision ,which could raise expections of what they can accomplish(Bass et al.,2003). For example, Sue Nokes who is a cvice president of T-Mobile USA, established a transformational leadership mode in customer services department which was managed by her. At T-Mobile company, Nokes make her employees aware of the importance of providing excellent services to their customers in order to improve the quality of their services. Additionly, she also make her subordinates know that personal growth is necessary for themselves encourage her employees to spend more time in development programs and professional training. By this transformational approach, Nokes motivate her followers struggle for the whole company rather than their personal benifit(Reingold, 2008). II)Passive management VS Active management In transactional leadership, leaders usually manage by exception, meanings that they supervise their followers and only take actions when their make mistakes in the tasks. So it is clear that the management of transactional leaders is relative passive. Compareing with transactional managing, the transformational management is more active. Bass et al.(2003) claimed that in order to enhance their relationship and improve the performances of subordinates, the transformational managers use several management approachs, such as, raising achievable goals both of their subordinates and organization, fostering emotional attachment with their subordinates, cultivating respect and trust in their relationship. In addition, transformational leaders also emphasis developmental consideration, encouraging and supporting subordinates to develop their capabilities and skills(Bass,2008). III)different satisfaction level of followers Because of these negative elements talked above in transactional management, such as, managing by exception and lack of emotional attachment, motivating only by rewarding without a common goals both of followers and leaders, the followers are likely to be unsatisfied with their jobs and leaders. Bass and Avolio(1990) claimed that transactional leaders use negative reinforcement approachs in management by exception, which lead to low level satisfaction of followers. Inversely, since the leaders engage in intellectual inspiration and motivation, followers in transformational leadership style tend to respect their leaders, trust their companies and be satisfied with their jobs and leaders, which may have positive effect on their performances in working(Pillai et al.,1999). According to Reingold (2008), in 2002, when Nokes became a senior managers of customer services center of T-mobile, neither their clients nor employees were satisfied with the company. However, in the 2008, about eighty percent employees of customer services center were satisfied with their jobs and leaders. Furthermore, these satisfied employees also provide high-quality services to the their customers. IV)changeless VS …show more content…
Following these, it is the most important part of this essay that differences and similarities of leader and follower relationship in these two kinds of leadership styles with several practical
I)different motivating methods
Transactional followers are usually encouraged by some extrinsic motivations, such as, fat salary or promotion opportunities. So in transactional leadership, the relation to leaders and followers is actually a kind of transaction where the followers obey the requirements of their leader and perform the desired behaviors in exchange for the rewarding from leaders. However, in this motivating situation, the goals of followers and the goals of leaders or group are Incompatible. To be specific, the subordinates tend to reduce their workload but get get reward or salary; conversely, the managers are willingness to increase the workload of their subordinates to maximum the profit. The relationship between athletic coaches and athlets is a good example in this leadership style. Carthen(2006) have described a typical transacing leadership situation in sports area. According to the description of Cleveland Browns football team in his journal, by rewarding promise for desired performance, the coaches could motivate their athletes to train and compete in pain and subject their body to serious injury. However, the goals of players is that minimum the risk of injury and get the rewarding.
On the contrary, transformational leaders motivate their followers and enhance their performance through higher ideals and moral values rather than personal benifit. Specificly, managers in this leadership style make their subordinates aware of two things: their performances is important for the organization to achieve its goals; it is also necessary for themselves to improve and grow. Besides, leaders also motivate their followers by sharing their own views and vision ,which could raise expections of what they can accomplish(Bass et al.,2003). For example, Sue Nokes who is a cvice president of T-Mobile USA, established a transformational leadership mode in customer services department which was managed by her. At T-Mobile company, Nokes make her employees aware of the importance of providing excellent services to their customers in order to improve the quality of their services. Additionly, she also make her subordinates know that personal growth is necessary for themselves encourage her employees to spend more time in development programs and professional training. By this transformational approach, Nokes motivate her followers struggle for the whole company rather than their personal benifit(Reingold, 2008). II)Passive management VS Active management In transactional leadership, leaders usually manage by exception, meanings that they supervise their followers and only take actions when their make mistakes in the tasks. So it is clear that the management of transactional leaders is relative passive. Compareing with transactional managing, the transformational management is more active. Bass et al.(2003) claimed that in order to enhance their relationship and improve the performances of subordinates, the transformational managers use several management approachs, such as, raising achievable goals both of their subordinates and organization, fostering emotional attachment with their subordinates, cultivating respect and trust in their relationship. In addition, transformational leaders also emphasis developmental consideration, encouraging and supporting subordinates to develop their capabilities and skills(Bass,2008). III)different satisfaction level of followers Because of these negative elements talked above in transactional management, such as, managing by exception and lack of emotional attachment, motivating only by rewarding without a common goals both of followers and leaders, the followers are likely to be unsatisfied with their jobs and leaders. Bass and Avolio(1990) claimed that transactional leaders use negative reinforcement approachs in management by exception, which lead to low level satisfaction of followers. Inversely, since the leaders engage in intellectual inspiration and motivation, followers in transformational leadership style tend to respect their leaders, trust their companies and be satisfied with their jobs and leaders, which may have positive effect on their performances in working(Pillai et al.,1999). According to Reingold (2008), in 2002, when Nokes became a senior managers of customer services center of T-mobile, neither their clients nor employees were satisfied with the company. However, in the 2008, about eighty percent employees of customer services center were satisfied with their jobs and leaders. Furthermore, these satisfied employees also provide high-quality services to the their customers. IV)changeless VS …show more content…
Following these, it is the most important part of this essay that differences and similarities of leader and follower relationship in these two kinds of leadership styles with several practical