Transformational Leadership Style On Organizational Outcomes And The Personal Outcomes Of The Follower

795 Words Oct 11th, 2015 4 Pages
Leadership is a relationship between the leader and those who choose to follow, (Kouzes & Posner, 2011). Accomplished leaders are flexible, determined and most of all driven by the self satisfaction of the people following them.
Transformational leaders employ behavior that empowers followers and increases their motivation (Masi & Cooke, 2000). The purpose of this literature review is to explore the impact of the transformational leadership style on organizational outcomes and the personal outcomes of the follower. Transformational leaders voluntarily help their employees and prevent the occurrence of work-related problems (Berson and Avolio, 2004), which ultimately improves job satisfaction among employees (Scandura and Williams 2004; Nemanich and Keller, 2007). They become more devoted and have less turnover intentions (Scandura and Williams, 2004; Rafferty and Mark, 2004).
Transformational leadership theory has caught the interest of many researchers in the discipline of organizational leadership over the previous three decades. This theory was developed by Burns (1978) and later enhanced by Bass (1985, 1998). The general idea of the transformational leadership theory is the leader’s power to motivate the follower to achieve more than what the follower premeditated to accomplish (Krishnan, 2005). Transformational leadership consumes of four components: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985).…

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