The leaders who have transformational leadership be a model by their own behavior.
Have interaction by concern within the organization members. At the same time, through the organization of vision together to create and promote, to build up the atmosphere of change inside the organization. Leaders During the efficient complete the organizational objectives process to promote the adaptability of organization change. To leaders itself and its subordinate, have high quality requirements.
Moral accomplishment and individual charm, is especially important for leaders. The concept of transformational leadership was initially introduced by leadership expert and presidential biographer James MacGregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation." Through the strength of their vision and personality, transformational leaders are able to inspire followers to change expectations, perceptions and motivations to work towards common goals. ( Kendra Cherry, About.
com Guide)People still doing research and exploration about this kind of leadership. And this type of leadership is in development. Bass also suggested that there were four different components of transformational leadership. Intellectual stimulationEncourage the followers innovation, challenge themselves, including instill new ideas to followers, and inspires the subordinate published new opinions and use new method to solve the problems in the work. Individualized considerationRefers to care about each subordinate, pay attention to individual needs, ability and desire. Patience careful listening, and according to each follewer different situations and needs distinctive train and guide each subordinate.
Inspirational motivationLeaders show their high expectation to subordinate, and motivate them to join the team, and to share the dream. Idealized influence The leader’s behavior make others produce trust, worship, and follow. Those leaders have recognized the general high ethical standards and strong personal charm, deeply affiliate love and trust.Quality There are some Quality I think by reading.
Leaders have high moral accomplishment and personal charm. Employees can be individual care, self-realization and demand levels of improving. Followers performance beyond the expected level, organization effect coefficient of performance growth. Produce high quality organization culture, and cultivate more and more excellent leader. Good interaction in the organization.Organization, leader, and subordinates grow together.
This kind of leaders good at communication, construct clear vision, have high confidence and expectations to subordinate. At the same time, the leaders in the organization has high identities and be willing to take risks and self sacrifice to achieve vision, played a model role.Conflict People are complicated independent individuals, everyone has its unique ideas and wish, to unity and coordination it is difficulte. It in different cultural environment suitability is still an X.
Transformational leadership not suitable for organization that has the structure stability and continuity. There are a lot of enterprise or factory employees culture quality is not high enough. As the they say “conflict is not resolved, it is changed.” Change a conflict need to identify what our values and intentions may be as we actively seek to respond, intervene, and create change. From the following four aspects.
The personal dimension. It’s refers to changes effected in and desired for the individual. Transformation leadership is really care about individualized consideration and self-realization. This kind of leader is good at excitation members work motivation, and improve members demand level. The relational dimension.
It’s depicts the change affected in and desired for the face-to-face relationship. Transformation leadership would love to have a communication with followers by some formal and informal way. Like a dinner, a chance of playing golf. They would love to do a lot to know their subordinate and existing conflict. The structural dimension. It is highlights the underlying causes of conflict, and stresses the ways in which social structures, organizations, and institutions are built, sustained, and changed by conflict.
The behavior of transformation has a very important , the intellectual stimulation. The leader will have influence in his/her follower’s needs, to achieve the common goals. The cultural dimension refers to the ways that conflict changes the patterns of group life as well as the ways that culture affects the development of processes to handle and respond to conflict. Transformation leadership has a high level moral.
Showing respect to other culture, know it and organize the difference is the thing they are good at. Using transformation leadership in human resource management could improve the level enterprise employees. (Conflict Transformation. John Paul Lederach. October 2003)Motivation Above all, it is the behavior of incentive, including action orientation, to build up confidence and constant motivation and infusion causal beliefs, using Pygmalion effect, carries out the gradualism, establish favorable organizational communication and culture.
Secondly, the right time. Including, subordinates to task goal is not clear, need to subordinate commitment, subordinates frustration and lose confidence, the task is dangerous, subordinates ideal and value and group related, the leadership of the organization and other units produce competition.Transformation leadership like giving individual level care. Those leaders care about followers’ career, give them rights to make subordinate increase the sense of responsibility. Use a lot of informal communication give subordinate information, increase communication opportunity. Flat concern between subordinates the individual differences.
When to use it In view of the characteristics of transformational leadership, it is more suitable for organization system flexible, task strong creative work. When organizations need to change, the staff enthusiasm is not big, the task encounter difficulties. Using the transformational leadership to find adjustment and innovation. For organizations to seek new ways, to complete the task more helpful. Steve jobs in a good example.Conclusion In today's society, people pay more attention to each individual's high level of needs and self-realization, more can see people as a social man exists, that the people as animal or agent opinion is out of time.
Transformational leadership theory attaches great importance to the value realization of their own employees, treat them as active human being, encourage them to self-realization, believe they have unlimited potential. Transformational leadership believe that man as age growth, will gradually tend to goodness, and by leaders of personal charm, attract members of the sense of identity; And with a forward-looking vision as action goal, to improve members level of demand, stimulating the members of the work motivation, let its pay extra efforts to reach a more than expected goal.
