Because there are a multitude of strong opinions about race, gender, religion and the like, conflict can cause tempers and negative feelings to ignite resulting in performance derailment. Ayoko’s et al. (2012) research concluded that “transformational behaviors were also useful for reducing the negative impact of conflict on group performance” (2012, p. 714). As stated previously, transformational leaders practice individualized consideration, they “act on the individual needs and concerns of others” (Walsh, Dupré, & Arnold, 2014, p. 163). For the leader of a diverse group, individualized consideration must be mastered in order to effectively manage …show more content…
1537). Additionally, Hansbrough states that “personalized leaders use power as a mechanism to empower others for personal gain; while socialized leaders use power as a mechanism to empower others” (2012, p. 1537). Because the transformational leadership style is identified with emotions and needs, it makes sense that transformational leaders “may provide followers with a sense of security and empower followers to pave the way for exploration” (2012, p. 1537). Hansbrough’s research reiterates previous research in regard to transformational characteristics as well as how those characteristics affect their subordinates. Human beings have needs that need to be satisfied and will attach themselves to another human being who will provide a means for that satisfaction. Just as in the analogy of the parent and child, the leader and subordinate can develop a deeper connection that can foster positive work performance and social