Leadership Critique Of Transformational Leadership Theory

1301 Words 6 Pages
Leadership critique of Transformational Leadership theory

The theory of leadership has been studied quite a long time, and leadership concept has been developing time to time. As a result, diverse leadership theories and styles such as transformational, transactional, charismatic, servant, and situational leadership styles emerged through time. Different scholars made research on the effectiveness of these styles. Some confirmed the positive side others disagree about the direct relation and feel a lack of evidence to the effect. They also compared and contrast one to the other. From these leadership styles, I have selected to critique the transformation leadership style. I also try to compare transformation leadership with transactional
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Bass(1985, cited in Yuki G, 1989 ).

“The components of transformational leadership include idealized influence, inspirational motivation, intellectual stimulation, and individual consideration” (Bass, Riggio, 2006, cited in Mccleskey 2014).The first two are combined to be referred as charismatic leadership by many scholars.
These four components of transformational leadership refer the leader influence on employees to make them committed by changing their attitude towards the organization goals(Yuki, 1989). So that they widen their general outlook towards their organization. Motivates them to work extra, and emanate valuable ideas, by participating they develop feeling of belongingness and, become more responsible. They get satisfaction by being part and parcel of every decision making, hence employee work, not just for survival and earning the living they rather strive to grow their organization (yuki,1989).

Although some critiques argue that transformation style lack evidence of its effectiveness (Yuki, 1999), and might utilize employees unnecessarily. Many leaders indeed choose the concept of transformational leadership as one of the best
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The main role of leader is to achieve the short and long-term goals of the organization by balancing it with the satisfaction of the followers. The leader works to take the best out of employees. He/she takes a risk and opens up for change to the better of the organization and the people. Moreover, the leader needs to be engaged on continuous learning and adaptation the inside and outside work environment. The first step for a leader is to find own authenticity and transforming self, person that transforms him/herself develops and advance through different means. A leader has to search the leadership style that best suit him/her and the employees. As a leader, I found transformation leader theory interesting because leader and follower relation is positive and unlike other theories the relation between the leader and followers is beyond give and take. Followers are aware of the values, visions and goals of the organization, and they strive to achieve the goal of the organization. They work not just for survival but for better performance and change; hence they get job satisfaction. (Bass, 1985, cited in Yuki G,

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