Transformational vs Transactional Leadership Essay Example

Transformational vs Transactional Leadership Paper Leadership Styles, High-Quality Leader-Follower (LMX) Relationships and Job Performance The current globalized economic environment is becoming increasingly dynamic and competitive forcing organizations to improve their business practices to overcome greater challenges with more flexibility, efficiency and innovation in products and internal processes (Walumbwa et al. 2005, p. 235). Certainly, there is fundamental evidence of the positive association of leadership style and the influence on follower’s behaviour as a consistent way to improve job performance and organizational outcomes (Vaccaro et al. 2010). The aim of this paper is to demonstrate the impact of transformational and transactional leadership styles on leader member exchange relationships, job performance and job satisfaction. By using theories such Weber’s conceptualization of charismatic leadership, Burns’ transactional leadership and Bass’ Four I’s of transformational leadership, this paper acknowledge the superiority of transformational over transactional leadership style in developing high-quality leader-follower (LMX) relationships, increasing followers’ job performance and Job satisfaction. Recalling previous studies which asserted the dependence of leadership effectiveness on culture and organizational size (Paul et al. 001), it seems clear that transformational leadership is a more suitable leadership style for small, large and complex companies across cultures facing the challenges of globalization of markets. The superiority of transformational leadership style in building high-quality leader-follower (LMX) relationships is given to the practice of one or more of the Four I’s leadership behaviour. Firstly, Idealized influence through a charismatic behavi our will illustrate the positive influence on followers and their performance. We will write a custom essay sample on Transformational vs Transactional Leadership specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Transformational vs Transactional Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Transformational vs Transactional Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It is followed by the ability to motivate team work and the achievement of general goals that produce personal satisfaction and commitment with the company (inspirational motivation). Furthermore, intellectual stimulation will certainly demonstrate how innovation and creativeness is promoted and their impact on organizational results. Finally, individualized consideration in hand with LMX theory will provide an example of the undoubted benefits of dyadic relationships in ‘in-group’ such greater loyalty and commitment. Leadership styles, high-quality leader-follower (LMX) relationships and Job performance. Focusing in the work of Burns (1978) and Bass (1985) on leadership behaviours, transformational and transactional leadership have been the objective of various research in order to capture the extent to which leaders influence subordinates by involving them in the organization’s goals, or by specifying the rewards that will follow the accomplishment of those goals (Rubin et al. 2005; Yammarino et al. 1997) According to Podsakoff et al. 1990) a fundamental characteristic of transformational leadership behaviour is the ability to create a compelling vision for the organization, providing an appropriate model consistent with that vision, stimulating the acceptance of group goals, expecting high performance, providing individualized support and intellectual stimulation. In contrast, transactional leadership is primarily concern with gaining compliance from subordinates by using a contingent re ward dimension or a passive form of managing by exception. The leader specifies what is expected from organizational members and the subsequent reward for its accomplishment (Bass and Avolio 1990). According to LMX theory, a high-quality leader-follower (LMX) relationship, usually associated with dyads in the ‘in-groups’ of the organization, emphasizes in fundamental levels of loyalty, commitment, respect, affection, mutual trust and the possibility of mutual linking between leaders and followers (House et al. 1993). Transformational rather than transactional leadership is more likely to achieve this superior level in the follower-leader relationship by developing one or more of the Four I’s; Idealized influence, inspirational motivation, intellectual stimulation and individualized consideration (Bass, BM and Avolio, BJ (eds. ) 1994). Idealized influence A transformational leader acts in a way that becomes a role model or inspirational image for his/her followers (Zhang, X, Cao, Q and Tjosvold, D 2010) usually attributed to his/her charismatic approach. Certainly, charisma in meant to be a requirement for transformational leadership. According to Weber (1947) a charismatic leadership can inspire and motivate people to do more than originally intended. What is more, they can influence followers by arousing strong emotions in support of the organizational vision, creating a leader-follower relationship based on a common value system between leader, follower and organization (Paul et al. 2001). Towler (2003) demonstrated that workers who received a charismatic-training performed better on their knowledge test and were more satisfied with the task. Unlike, transactional leadership emphasizes in the transaction that takes place with followers based on explicit discussion of the rewards they will receive if they fulfil the requirements. As a consequence, the relationship with is limited to the leader’s ability to control the outcomes desired by followers. However, as Dorfman et al. (1999) argued, charismatic behaviour can have a negative implication on societies with a history of autocratic and despotic leaders. Inspirational motivation Undoubtedly, the contingent transactional reinforcement system motivates followers to perform in such adequate way in order to obtain the reward. However, through this system, followers’ job performance, as well as commitment, is strongly limited to fulfil the requirements of the contract in a self-satisfying attitude (Avolio,BJ, Bass, BM and Jung, DI 1999) rather than a commitment with the leader and organizational vision he/she has established. Contrary, transformational leaders promote an organizational citizenship behaviour in which team-supporting behaviours augment followers’ identification with group values. The leader motivates them to transcend from a self-concept to be committed with cooperative team goals. Followers find themself intrinsically motivated to fulfil a collective vision without expecting immediate personal and tangible gains (Wang et al. 2005). Intellectual stimulation Transformational leaders stimulate employees’ effort to be innovative and creative by questioning assumption, reframing problems and approaching situations in different ways (Vaccaro et al. 2010, p. 2). On the other hand, as Podsakoff et al, (1990) exposed, transactional leadership consist in two dimensions; Contingent reward systems, which emphasizes the institution of clear and precise agreements, and management by exception that promotes highly leadership involvement and intervention in order to monitor and ectify any divergence form standards. Amibile (1998) claims that both dimensions inhibit creativity and discourage the initiative to address new ways to facing the work. Although, currently research fail to demonstrate a universal leadership phenomena (Walumbwa et al. 2005, p. 235), transformational leadership, by using intellectual stimulation behaviours, exhibit a cross-cultural benefit on commitment, innovation and job performance, all of them being characteristics of high-quality leader-follower (LMX) relationship. Avolio, Zhu, Koh, and Puja (2004), by gathering data from staff nurses in a large public hospital in Singapore, found a positive association between transformational leadership and organizational commitment. Likewise, Geyer and Steyrer (1998), as a result of a research in Australian banks, reported that transformational leadership had positive effects on employees’ level of effort and task performance. Individual consideration A transactional leader properly identifies employees’ needs in order to make the accurate motivational transactions; as a result, both parts expectations are met and job satisfactions is improved. However the exchange is usually limited to economic or tangible benefits and does not promote leader-follower relationships. In contrast, a transformational leader pays special attention to follower’s individual needs in a widely range, such achievement and growth, by acting as a coach or mentor. The leader demonstrate acceptance for individual differences, promote two-way exchange communication and sees the individual as a person rather than as just an employee (Bass, BM and Avolio, BJ (eds. 1994). In this extent, transformational leader promotes the creation of dyadic relationships with ‘in-group’ members which usually have a high-quality relationship with the leader and are expected to be more loyal to the leader, and perform in a greater extent as an exchange for intangible benefits like career development, participation in decision making, and access to information, between others (Vaccaro et al. 2010, p. 2). According to Deluga (1992), individualized consideration and charisma were two transformational leadership factors that predicted LMX and are the cause for subordinates to behave in ways (such as making extra efforts) that strengthen relational ties with the leader. Conclusion It seems clear that transformational and transactional leadership have positive relationship with organization outcomes; however this paper clearly stated the superiority of transformational leadership on building high-quality leader-follower (LMX) relationships based on the development of the Four I’s. First, by using a charismatic approach, transformational leaders create an idealize influence that augment follower’s emotions and commitment with the leader and organizational vision. Second, this paper claimed that by using inspirational motivating behaviour, leaders motivates followers to transcend from self-interest to commitment cooperative goals which led them to perform without expecting immediate personal benefits. In contrast, the transactional exchange-relationship with followers was meant to be limited to the interest on the reward promised as exchange for their task accomplishment in a very self-satisfying attitude. Given the importance of innovation in today’s organizations, intellectual stimulation was consider to be fundamentally related to followers’ commitment and organization increase on job performance and competitiveness. Unlike, by delimiting the outcome expected from followers and the reward system, transactional leadership was appeared to harm innovation in organization. Not different is the outcome of using managing by exception dimension. Finally, by having an individual consideration, transformational leadership are more likely to developed high-quality relationship members that are expected to be more loyal and perform in greater extent without expecting immediate tangible benefits. In contrast, commitment and higher achievement with a transactional leadership was limited to the exchange of direct economic and tangible benefits. Overall, due to the development of followers and their potential, transformational leadership is assumed to be more appropriate for many different types of companies and situations at any level across cultures. Reference list Amabile, TM 1998. ‘How to kill creativity’. Harvard Business Review, vol. 76, pp. 76–87. Avolio, BJ, Bass, BM, Jung, DI 1999, ‘Re-examining the components of transformational and transactional leadership using the multifactor leadership questionnaire’. Journal of Occupational and Organizational Psychology, vol. 72, no 4, pp. 441–462. Avolio, B J, Zhu, W, Koh, W, Puja, B 2004, ‘Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance’. Journal of Organizational Behaviour, vol. 4, pp. 1–18. Bass, BM, Avolio, BJ 1990, ‘The Implications of transactional and transformational Leadership for individual, team and organizational development’. Research in Organizational Change and Development, vol. 4, pp. 231–72. Bass, B. M. Avolio, B. J. (eds. ) 1994, Improving organizational effectiveness through transformatio nal leadership, Sage Publications, London. Deluga, R J 1992, ‘The relationship of leader-member exchanges with laissez-faire, transactional, and transformational leadership’. Impact of leadership. pp. 237–247. Dorfman, PW, Howell, JP, Hibino, S, Lee, JK, Tate, U, Bautista, A 1997, ‘Leadership in Western and Asian countries: Communalities and differences in effective leadership processes across cultures’. Leadership Quarterly, vol. 8, no 3, pp. 233–274. Felfe, J, Tartler, K and Liepmann, D 2004, ‘Advanced Research in the Field of Transformational Leadership. Zeitschrift fur Personalforschung – German Journal of Human Resource Research. Special Research Forum, vol. 18, pp. 262–88. Geyer, A, Steyrer, J 1998, ‘Transformational leadership and objective performance in banks’. Applied Psychology: An International Review, vol. 7, no 3, pp. 397–420. House and Aditya; RC, Liden and Maslyn JM 1993, ‘Scale development for a multidimensional mesur of Leader-Member exchange’, Paper presented at annual meeting of the Academy of Management, Atlanta, Georgia. Paul, J, Costley, DL, Howell, JP, Dorfma, PW 2001, ‘The effects of cha rismatic leadership on followers’ self-concept accessibility’, Journal of Applied Social Psychology, vol. 31, no. 9, pp. 1821-1 844. Podsakoff, PM, MacKenzie, SB, Moorman, RH, Fetter, R 1990, ‘Transformational leader behaviours and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviour. Leadership Quarterly, vol. 1, pp. 107–142. Rubin, RS, Munz, DC, Bommer, WH 2005, ‘Leading from within: the effects of emotion recognition and personality on transformational leadership behavior’. Academy of Management Journal, vol. 48, pp. 845–58. Towler, AJ 2003, ‘Effects of charismatic in? uence training on attitudes, behaviour, and performance’. Personnel Psychology, vol. 56, no 2, pp. 363–381. Vaccaro, IG, Jansen, JJ, Van Den Bosch, FA, Volberda, HW 2010, ‘Management innovation and leadership: The moderating role of organizational size’, Journal of Management Studies, pp. -23. Walumbwa, FO, Orwa, B, Wang, P, Lawler, JJ 2005, ‘Transformational Leadership, Organizational Commitment, and job satisfaction: A comparative study of Kenyan and U. S. financial firms’, Human resource development quarterly, vol. 16, no. 2, pp. 235-265. Wang, H, Law, K, Hackett, R, Wang, D, Chen ZX 2005, ‘Leader-member exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behaviour’, Academy of Management Journal, vol. 8, no. 3, pp. 420-432. Weber, M 1947, ‘The theory of social and economic organizations’, translated by T. Parson, New York. Yammarino, FJ, Dubinsky, A J, Comer, LB, Jolson, MA 1997, ‘Women and transformational and contingent reward leadership: a multiple-levels-of-analysis perspective’. Academy of Management Journal, vol. 40, pp. 205–22. Zhang, X, Cao, Q, Tjosvold, D 2010, ‘Linking transformational leadership and team Performance: A con? ict management approach’, Journal of Management Studies, pp. 1-26.

Lawyers obligation etc essays

Lawyers obligation etc essays There are times when the ethical/moral obligation of confidentiality seems to be absolute. One of these is, and must be, that between a recognized confessorpriest, rabbi, ministerand the person confessing. Whether there are or should be exceptions to this is debatable; does the confessor have an obligation to make known an individual's intent to commit murder, for instance, or the fact that a murder has already been committed' It is interesting, and, while not the subject here, may shed some light on the ethical basis for confidentiality between lawyer and client. In addition, for lawyers, the obligation of confidentiality is a formally imposed obligation (as for priests). In fact, religion as known for the past couple thousand years would not be what it is without it, a mechanism for cleansing souls, among other things. Just so, the system of British jurisprudence would not be what it is without the obligation of confidentiality, through which the deeds and misdeeds of men can be weighed by human scales. The obligation of confidentiality means, in a purely utilitarian sense, that the adversary must diligently pursue truth. With luck, the give and take, again in a utilitarian sense, will produce that, For example, if a lawyer is to represent a client he or she knows is guiltyand if any lawyer taking the case would know the same thing because of a confession or a video or other solid evidentiary materialwithout confidentiality, that accused person could not obtain representation, never mind justice. In turn, that would throw the concept of English jurisprudence into turmoil. It would, in fact, virtually eliminate the need for trial by jury in some casesor even in many casesand that would prevent the refinements of law that exist in assessing and assigning de...

How to Get Your CDL in Alaska and Nebraska

How to Get Your CDL in Alaska and Nebraska This article is useful for anyone who wants to get your CDL in Alaska and Nebraska. If you want to learn about earning a CDL at other states, we have put together a comprehensive guide on how to get a CDL  in every state of the country. AlaskaAnyone  working temporarily in Alaska with  a CDL from another state can  work using their  home state CDL. But if transferring to a permanent position or moving to  Alaska full time, one must get an Alaska  CDL.To apply for a CDL in Alaska, you must:Provide proof of birthdate and identityBe 21+ years old when you apply if planning to drive inside and outside of AlaskaBe 19+ years old when you apply if planning to drive only within AlaskaHave held a regular driver’s license for at least one yearProvide your Social Security numberPass the vision, written, and road testsHave a valid medical cardWritten TestThe first part of the written test is a general knowledge test covering road rules, commercial vehicle laws, basic operati on knowledge, and safety procedures. Ever applicant takes the general knowledge test.  Once you pass this, you will be tested on other technical areas if they are applicable to your chosen vehicle.Road TestOnce you’ve passed your written tests, you must  take a road test, which is broken down into three parts:Pre-trip Inspection.  You must pass the pre-trip inspection before you will be permitted to go on to the basic skills portion of the road test.Basic Skills Test.  This test will cover maneuvers like  parallel parking, backing, alley docking, the forward stop, backward serpentine, and straight line backing. You must pass this portion of the road test before you  will be permitted to go on to the  driving skills portion of the road test.Driving Skills Test.  In this part  of the test, the examiner will ask you to perform a number of basic and complex driving maneuvers: right and left turns, intersections, urban and rural straight driving, urban and rural lane changes, freeway driving, stopping and starting, driving on curves, upgrades, downgrades, railroad crossings, bridges and under/overpasses.NebraskaWhen applying for a CDL in Nebraska, you must provide:Proof of valid U.S. citizenship or Proof of Lawful StatusU.S.-based identityA current address in NebraskaA  valid social security numberYou mustBe 21+ years old when you apply if planning to drive inside and outside of  NebraskaBe 18+ years old when you apply if planning to drive only within NebraskaTake a knowledge and skills testKnowledge TestYou are required to take one or more knowledge tests, depending on the  class of license and   endorsements you need.The general knowledge test is taken by all applicants.The passenger transport test is taken by all bus driver applicants.The air brakes test is taken if your vehicle has air brakes, including air over hydraulic brakes.The combination vehicles test is taken if you want to drive combination vehicles.The hazardous materi als test is required if you want to haul hazardous materials as defined in 49 CFR 383.5.The tank vehicle test is taken  if you want to haul any liquid or gaseous materials in tank(s) with  an individual rated capacity of 119+ gallons.The doubles/triples test is taken if you want to pull double or triple trailers.The school bus test is taken if you want to drive a school bus.Skills TestFinally, if and when you pass the required knowledge test(s), you can take the CDL skills tests. There are three types of general skills that will be tested: vehicle inspection, basic vehicle control, and on-road driving. You must take these tests in the type of vehicle for which you wish to be licensed.

Educational Web Portal's Use in the Study of Environmental Sciences Essay

Educational Web Portal's Use in the Study of Environmental Sciences - Essay Example While environmental science has gained a lot of attention of people in general and the educationalists in particular in the advanced economies, it remains a relatively neglected area of education in the third world countries primarily because there are several issues of much greater importance like poverty, hunger, violence, and terrorism that need to be solved before the people can pay attention towards the environment. Reduced emphasis of the government and the people in power on environmental sciences as an area of research and education restrains people’s access to the potential sources of information related to environmental sciences in the third world countries. In such circumstances, there is dire need of an online network that encapsulates all the required information about environmental sciences and one that is constantly upgraded and updated to make the latest findings and knowledge generated from the ongoing research and surveys in the advanced countries accessible to the interested learners in the third world countries. An educational web portal is a very effective tool to inculcate knowledge about the environmental science. People can connect with one another to form a learning community using the educational web portals. ... Educational web portals host research, lesson plans, and online course work, provides parents with a means to access the grades, monitor student outcomes, and satisfy the reporting standards established by the state. Educational web portals develop a common gateway to all the services and data that people need to share knowledge and jointly work on the environmental science projects. Educational web portals can be developed using such basic technologies as Windows Server and Microsoft Office SharePoint Server. Rapid availability of these technologies and expertise in their use extends the investment’s value in the Microsoft technologies. Educational web portals help the people achieve different kinds of goals and tasks that include but are not limited to the development of online communities for collaboration among the learners, administrators and the subject experts. â€Å"Portals, when properly designed, increase both effectiveness and efficiency of an institution†¦[an d] can be used as an effective communication tool† (Popovic et al., 2005, p. 322). People can use the educational web portals to improve the sharing of best practices in the industry among the members of the community. Users of the educational web portals can access the institution’s resources whenever required. The online document libraries available on the educational web portals are constantly updated with latest research findings and important documents like conference proceedings. When educational web portals are implemented in schools, it provides several kinds of services including lunch ordering, and online class registration. Educational web portals use dashboards to display updated performance data of the students. Students can share information with the community members, school

Product Liability Case Research Paper Example | Topics and Well Written Essays - 750 words

Product Liability Case - Research Paper Example However, she was subsequently diagnosed shoulder chondrolysis that caused her shoulder socket and ball to fuse, severely restricting shoulder motion. As a result, she filed a product liability suit against I-Flow Corp, which manufactured the â€Å"PainBuster† device. In this case, she asserted that the device had not received FDA approval for use in such cases, arguing the product’s manufacturer was liable for the sale of this product despite not giving adequate warning and was, therefore, unreasonably dangerous (Moylan, 2015). There is no mention of the insurance company in the article, which might be explained by the fact the case was initially thrown out and the insurance company was not needed. The Courts of Appeals for the Ninth Circuit found that, for medical devices, negligence of instruction was grounds for product liability, stating that this finding was not in contravention of the Medical Device Amendments of 1976 or the underlying intent of the US Congress in making these amendments to the Food, Drug, and Cosmetics Act (Moylan, 2015). The suspected reason for Christina’s disorder was a â€Å"pain pump† that her doctors used to directly administer painkillers to her shoulder joint following the surgical procedure. Normally, this device is used to deliver different types of pain medications to the surgery site quickly and directly. However, the procedure involved in using the device has been linked to development of chondrolysis, which is a debilitating condition of the joints. This disorder causes the depletion of cartilage that separates and connects bones and, as a result, the joints become fused and lose all mobility. In majority of cases, the discov ery and diagnosis of this condition happens too late for any effective treatment or cure (Moylan, 2015). Before submitting her product liability case to court, Christina requested the court to instruct the jury on the negligence theory per se.

Endangered Animals should be protect Essay Example for Free

Endangered Animals should be protect Essay ‘Would you like to see humans becoming extinct after sometime? Animals are as important as humans and then how can we see animals extinct. Mahatma Gandhi (1956) had a quote which was ­Ã¢â‚¬ The greatness of a nation and its moral progress can be judged by the way animals are treated†. There are several animals who are on the line of becoming extinct. Animals that are on the line of extinction are called Endangered Animals. If the current Endangered animals became extinct then many resources that people use will also disappear. We should save Endangered Animals due to that animals maintain healthy ecosystem, and animals provide with food source and raw materials. Essentially, animals help maintain the healthy ecosystem. The ecosystem is the connected in chains known as food chains and food webs. If one of the animal becomes extinct the whole chain is disturbed and there would be increase of some animals and decrease of some animals. The animals also maintain the balance of the nature. Animals helps the humans in many ways directly or indirectly. A scientific research by the World Wildlife Fund shows that the Tigers helps us protect the forests and other endangered animals but tigers are on the edge of getting extinct. There are only 3,200 tigers left in the world. â€Å"Would you like to work for someone and in return getting nothing except getting being killed†? The above explanation explain us that we need to save the endangered animals and this is one of the reasons we should save them.

Studying Genetically Altered Mice in Behavioral Genetics :: Behavioral Genetics

The field of behavior genetics is rapidly expanding. The practice of altering genes in mice and observing the effects is very common. Because of this it would be appropriate to adopt specific tests which will demonstrate the behavioral phenotype of the organism. In testing for the effects of genetic alteration it must first be ascertained that all of the necessary genotypes are represented. These include homozygous and heterozygous mice and wild type mice with no genetic alterations as controls. If significant differences are found between male and female mice the two sexes must be evaluated on their own. Care must also be taken in selecting the right strain of mice. This is because it has been found that in the strains that are usually used for testing some behaviors are noted to be aberrant and the unusual behavior in these genes might lead to the misinterpretation of the studied mutation. Different approaches are used in order to make the interpretation of these results more accurate in this sort of genetic background. When evaluating the behavior of genetically altered mice it must be ascertained that the mice don’t show any signs of aberrant behavior which would make further testing difficult or impossible. Indices of general health are obtained by recording the mouse’s weight, temperature, and any abnormal features. Neurological function is then assessed using different types of tests. The mouse is stimulated to see if it reacts normally to various different types of stimuli. Reflexes are measured by seeing how the animal reacts to a moving surface, light, and touch. The mouse is then observed in an area resembling an open field where its movements are recorded. Motor coordination is measure by placing it on a rotating rod and seeing how well it maintains its balance. This is also measures by recording its footprints in ink and measuring their pattern and the distance between them. The hearing ability of mice is also measured. These tests can help demonstrate the behavioral paradigms for the animal that is being studied. In some cases a deficit in motor or neurological function might make it impossible to run any further tests since almost all behavioral tests require certain basic functions such as locomotion. Sometimes the tests will have to be altered in order to effectively study the behavioral phenotype of the mice because of deficits in their functioning.