Transactional leadership treats work as a transaction in order to let everyone knows where they stand. For instance, an employee agrees to perform specific tasks, if the employer agrees to pay the approximately equal wages. Those specific tasks can be evaluated by the established measurable criteria, if performance does not meet the expectations, the transaction (wages) can be negotiated. In other words, leaders have the leverage to fire or demote its follower. Likewise, a follower who meets or exceeds a leader’s expectations may also negotiate the transaction. This kind of leadership simplifies the way leader manage its business and eliminate the effects of emotion (Johnston, n.d.).
However, transactional leadership could seem to be impersonal, …show more content…
As mentioned, since relationship developing does not fit well in the transactional model, leaders do not care whether their followers are satisfied as long as the task or performance is being done efficiently. Therefore, leaders should ensure followers at the time of achieving theirs’ objective, do not forced to violate the moral values, and at the same time adhere to the ethical standard of the organization. This is because leaders should have the initiative to guide theirs’ follower not to affect others interest while accomplishing their tasks and objective (Teck, …show more content…
First, one should take a position that values honesty and trust other than a position that shows dishonesty and trust. Second, one should adapt himself by taking indirect actions through relationships instead of direct actions through power. Third, one should create and retain harmony between both sides during conflict and negotiation session. Fourth, one should keep a balance between adjusting others, such as making the opponent to change, and adjusting self. For example, take the adapting actions to change accordingly situation in order to achieve win-win negotiation outcomes. If trust exists in conflict management, if decision makers are in conflicts take indirect actions through relationships instead of direct actions through power and try to create and retain harmony towards the parties and all the conflicts will be able to be solved peacefully with a win-win situations. Moreover, adjusting others and adjusting ourselves is the important implication in the balance in conflict management. For example, interacted with each other interdependently and coexist forever with the principle Ying and Yang.
Transformational Leadership
Although there is some transformational leadership research has taken place within workplace contexts (Barling et al., 2010), sports (Tucker, Turner, Barling, & McEvoy, 2010), and the military (Hardy et al.,
However, transactional leadership could seem to be impersonal, …show more content…
As mentioned, since relationship developing does not fit well in the transactional model, leaders do not care whether their followers are satisfied as long as the task or performance is being done efficiently. Therefore, leaders should ensure followers at the time of achieving theirs’ objective, do not forced to violate the moral values, and at the same time adhere to the ethical standard of the organization. This is because leaders should have the initiative to guide theirs’ follower not to affect others interest while accomplishing their tasks and objective (Teck, …show more content…
First, one should take a position that values honesty and trust other than a position that shows dishonesty and trust. Second, one should adapt himself by taking indirect actions through relationships instead of direct actions through power. Third, one should create and retain harmony between both sides during conflict and negotiation session. Fourth, one should keep a balance between adjusting others, such as making the opponent to change, and adjusting self. For example, take the adapting actions to change accordingly situation in order to achieve win-win negotiation outcomes. If trust exists in conflict management, if decision makers are in conflicts take indirect actions through relationships instead of direct actions through power and try to create and retain harmony towards the parties and all the conflicts will be able to be solved peacefully with a win-win situations. Moreover, adjusting others and adjusting ourselves is the important implication in the balance in conflict management. For example, interacted with each other interdependently and coexist forever with the principle Ying and Yang.
Transformational Leadership
Although there is some transformational leadership research has taken place within workplace contexts (Barling et al., 2010), sports (Tucker, Turner, Barling, & McEvoy, 2010), and the military (Hardy et al.,