Currently, transformational leadership theory is held to the highest standard. Although this leadership style is considered ideal and transformational qualities are highly desirable, the idea that one leadership style is completely effective lead to the development of full-range leadership theory. Full-range leadership theory presents the idea that multiple different leadership styles, in varying degrees, must present within a leader to be truly effective. There are nine factors that not only affect leadership styles but followers as well (Marquis & Huston, 2015). Five factors reflect transformational leadership, three reflect transactional leadership and one reflects laissez-faire leadership (Marquis & Huston, 2015). Marquis and Huston
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As stated previously, five factors focus on transformational leadership, three focus on transactional leadership and one focuses on non-leadership also known as laissez-fair leadership (Marquis & Huston, 2015). Transformational leadership factors, including inspirational motivation, attributed idealized influence, behavioral idealized influence, intellectual stimulation and individualized consideration, work to influence others to achieve goals (Casida & Parker, 2011). Inspirational motivation is the leader’s ability to energize followers through optimism, articulating ambitious goals, and projecting realistic visions (Casida & Parker, 2011; Marquis & Huston, 2015). Attributed idealized influence is the leader’s charisma which projects powerful, confident and ethical standards (Casida & Parker, 2011; Marquis & Huston, 2015). Behavioral idealized influence results in manifestations of the leader’s values and beliefs which are in line with the organizational mission (Casida & Parker, 2011; Marquis & Huston, 2015). Intellectual stimulation is the leader’s ability to appeal their followers’ sense of logic through critical thinking (Casida & Parker, 2011; Marquis & Huston, 2015). Finally, individualized consideration is the leader’s ability satisfy followers by recognizing and attending to individual needs of followers (Casida & Parker, …show more content…
Bass and Avolio created the Multifactor Leadership Questionnaire (MLQ) (Form 5X) which measures independent variables in of transformational and transactional leadership, the critical elements of full-range leadership (Antonakis et al., 2003). Both Casida and Parker (2011) and Kanste, Kääriäinen, and Kyngäs (2009) made use of the MLQ to understand and quantify the correlation between transformational and transactional leadership subscales (i.e. characteristics) and nurse manager outcomes (effectiveness, satisfaction, and extra effort). The outcome of extra effort was described as the leader’s ability to encourage followers to reach their potentials, satisfaction was the ability of the nurse manager to meets needs of followers, and effectiveness was the leader’s ability to meet follower’s needs through creating and maintaining positive work environments (Casida &Parker, 2011; Kanste et al.,
As stated previously, five factors focus on transformational leadership, three focus on transactional leadership and one focuses on non-leadership also known as laissez-fair leadership (Marquis & Huston, 2015). Transformational leadership factors, including inspirational motivation, attributed idealized influence, behavioral idealized influence, intellectual stimulation and individualized consideration, work to influence others to achieve goals (Casida & Parker, 2011). Inspirational motivation is the leader’s ability to energize followers through optimism, articulating ambitious goals, and projecting realistic visions (Casida & Parker, 2011; Marquis & Huston, 2015). Attributed idealized influence is the leader’s charisma which projects powerful, confident and ethical standards (Casida & Parker, 2011; Marquis & Huston, 2015). Behavioral idealized influence results in manifestations of the leader’s values and beliefs which are in line with the organizational mission (Casida & Parker, 2011; Marquis & Huston, 2015). Intellectual stimulation is the leader’s ability to appeal their followers’ sense of logic through critical thinking (Casida & Parker, 2011; Marquis & Huston, 2015). Finally, individualized consideration is the leader’s ability satisfy followers by recognizing and attending to individual needs of followers (Casida & Parker, …show more content…
Bass and Avolio created the Multifactor Leadership Questionnaire (MLQ) (Form 5X) which measures independent variables in of transformational and transactional leadership, the critical elements of full-range leadership (Antonakis et al., 2003). Both Casida and Parker (2011) and Kanste, Kääriäinen, and Kyngäs (2009) made use of the MLQ to understand and quantify the correlation between transformational and transactional leadership subscales (i.e. characteristics) and nurse manager outcomes (effectiveness, satisfaction, and extra effort). The outcome of extra effort was described as the leader’s ability to encourage followers to reach their potentials, satisfaction was the ability of the nurse manager to meets needs of followers, and effectiveness was the leader’s ability to meet follower’s needs through creating and maintaining positive work environments (Casida &Parker, 2011; Kanste et al.,