Discuss about the Transactional Leadership and Development.
Leadership is a broad term, and it can be defined as the act of leading a group of individuals in a certain direction. Additionally, it can also be defined as a position or a state of being a leader (McCleskey, 2014). Leadership entails developing a clear vision then sharing the vision with other people in order for them to follow it willingly. It also involves giving the information, skills, and ways to realize the provided vision as well as balancing and coordinating the conflicting interests of individuals and all stakeholders (“Inclusive leadership,” 2017). This paper seeks to review deeply my reflection on leadership studies and how I can apply it in my organization from what I have learned in class.
As I was growing up, all I knew about leadership was that it is a state of being a leader and it started with my family where I viewed my father as the leader of the house by the way he used to give instructions. Notably, I associated everyone giving instructions and rules as a leader including my teachers, prefects and being in this class has taught me that I was not wrong. Additionally, I have learned that not everyone can become a leader since there are traits that leaders should have in order to lead. Leaders can be defined as people who commands or leads others in a country or an organization. Being in a leadership class has widened my thoughts, and I have come to learn about leadership traits, theories as well as leadership styles. My leadership definition has changed, and I can define leadership as a state of leading people using different leadership traits and styles. Being in leadership class has helped me to learn about the characteristics that leaders should have in order to serve people and lead them in the right direction. Effective leaders should be emotional stable such that they have the ability to tolerate frustrations as well as stress (Raes et al., 2013). They should be psychologically prepared that anything can happen as they are leading and they should be mature enough to tackle these challenges. Additionally, leaders should express enthusiasm, and they should be expressive, active and energetic in their work. They should be open to any changes that come their way and be very optimistic to ideas. The leader should lead by example because everyone they lead tends to follow what they do thus they should be self-disciplined (Hotez & Aksoy, 2017). Leaders should be tough-minded such that they are logic, practical, and straight to the point. If a leader does not like a particular aspect of a group, he or she should be open and straight to the point to state it in order to prevent conflict. He should be confident and show a sense of self-assurance. They should not try to prove anything to the group, and they should be free of guilt (M. H. Anderson & Sun, 2017). I learned that leaders should be brave and creative such that they are able to come up with new ideas and skill.
Additionally, I have learned about leadership styles in this class. There are different leadership styles such as autocratic leadership where it is centered on the manager or the boss. The leader does not consult anyone subordinate while making decisions, but instead, he does it on his own. Such leaders make decisions and then communicate the decisions to their subordinates and expect quick implementation (H. J. Anderson, Baur, Griffith, & Buckley, 2017). Democratic leadership is where the leader consults other members whenever they want to make a particular decision in an organization. This style of leadership makes all members feel that they are part of the organization and they appreciate it so much. Transformational leadership is all about bringing change in the firm, oneself, groups, and others (Hoch, Pearce, & Welzel, 2010). These leaders motivate the subordinate to do a lot compared to what they can perform or even think. They set more challenging goals for the organization, and they end up achieving higher performance. Additionally, they tend to have committed as well as satisfied members since they empower them to do they work in an extraordinary manner. Laissez-faire leadership provides authority to the members. People are permitted to work as they choose with little or no interference (Prestia, 2017).
Learning these traits is of benefit to my organization because I can lead in the right way. Additionally, I am able to correct where I make mistakes, and I can come up with new ideas in the company which help the firm grow in a positive manner. I have learned that in order for an organization to grow, the leadership style that a leader uses in the firm matters a lot. For me, I am a transformational leader because I realized that this style of leadership makes employees work harder than they do before and they are able to get out of their comfort zone in the workplace. Additionally, I am able to come up with new goals which are challenging but not complicated, and employees are able to achieve them at the right time. Being a transformational leader has helped me maintain the same employees for a long time because I give them a chance to show their skills and knowledge in different departments where each one of them works in and therefore able to grow. Additionally, these employees have a chance to speak out their decision about an aspect, and I also give them room to express their feelings whenever they feel something is not right. Leading my employees using this style of leadership has helped my organization develop and grow greatly since objectives are met at the right time and employees always come to work without fail as they are motivated to work in my organization.
Leadership studies have a positive implication for my future in my organization because I tend to learn something new and fresh in this class whenever I interact with my fellow students and employees. Additionally, the implication is that leadership studies will help me become more innovative and introduce more ideas which will help my organization grow. Additionally, I will also be able to understand more ways in which I can determine a qualified employee in the process of interviewing and hiring new workers. I need to learn more about how a leader can serve employees without favoring some of them. In other words, in my organization, some employees complain that the manager has a habit of favoring employees who are obedient and those who hit their goals at the right time. I understand that this habit can be dangerous and it can affect employees in a great way and decide to perform their work in a slow way because they might not feel motivated. According to equity theory of motivation which was developed by Adams John, stated that people are always motivated to work whenever there is fairness in the workplace (Chapman, 2001). If one worker realizes that the manager favors a certain group of employees, they might feel demotivated to perform their task. The theory states that the boss should treat employees equally with fairness. Again, the level of the hard work of the employees should be equal to the way they are rewarded (Gagn?? & Deci, 2005). For instance, the employer should give a reward which is equivalent to their input. At the same time, this behavior can encourage those employees who are not hitting their targets at the right time to work harder so as to impress the manager.
I will develop my leadership knowledge by teaching my other business partners and leaders on how to lead in their organizations in the right way. I will also empower my employees and teach them on how to be good leaders since my organization allows employees to start something new on their own. Having realized that many organizations fail because of poor leadership styles, I will teach people about this style of transformational leadership in order for them to see whether their companies can have a change and grow positively. I will use my knowledge to encourage them to portray good leadership traits and lead by example in their firms. I will train them on how to be open-minded and introduce new ideas in their company in order for their employees to be challenged to work while meeting challenging goals. Additionally, since most leaders do not know how to motivate their workers, I will teach them how to motivate employees using rewards, promotions, and praises as I do in my organization.
My developmental opportunities are in my organization and other businesses which I intend to start in future. I believe that I will be able to apply the knowledge gained in class practically when I start my new business. Notably, I believe that since I have gained a lot of knowledge in leadership studies, I can hold conferences and seminars to teach people about leadership because the style of leadership mostly manners in an organization. Additionally, my developmental opportunities are my employees, and therefore I should treat them in an appropriate manner so that they can use their knowledge and skills to improve my firm. Also, I believe in the power of rewards in an organization, and I hope to introduce more ways for rewarding employees whenever they perform their work and hit the organization’s targets at the right time. I trust that my organization has not reached where I have always wanted, and I look forward to improving where it needs improvement by learning how to determine a qualified employee during interviews. I have always fallen into the trap of hiring employees who as less qualified my most of my interviews are question-answer interviews. My plan is to start interviews which involve practical skills. Additionally, I will introduce new methods of rewarding employees such as giving them free trips and bigger promotions.
Conclusion
In conclusion, learning new ideas can never stop since technology keeps on changing and I believe that after college I will still learn how to be a good leader through the internet. I will also be attending seminars which talks more about leadership in order to benefit my organization. Since I have learned about leadership in my class, I will use my knowledge by teaching my other business partners and leaders on how to lead in their organizations in the right way. I will also empower my employees and teach them on how to be good leaders since my organization allows employees to start something new on their own. My leadership definition has changed, and I can define leadership as a state of leading people using different leadership traits and styles. Being in leadership class has helped me to learn about the characteristics that leaders should have in order to serve people and lead them in the right direction.
References
Anderson, H. J., Baur, J. E., Griffith, J. A., & Buckley, M. R. (2017). What works for you may not work for (Gen)Me: Limitations of present leadership theories for the new generation. Leadership Quarterly. https://doi.org/10.1016/j.leaqua.2016.08.001
Anderson, M. H., & Sun, P. Y. T. (2017). Reviewing Leadership Styles: Overlaps and the Need for a New “Full-Range” Theory. International Journal of Management Reviews, 19(1), 76–96. https://doi.org/10.1111/ijmr.12082
Chapman, A. (2001). adams equity theory – workplace motivational theory – how individuals measure inputs and outcomes in relation to market norms and “referents.” Retrieved from https://www.businessballs.com/adamsequitytheory.htm
Gagn??, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362. https://doi.org/10.1002/job.322
Hoch, J. E., Pearce, C. L., & Welzel, L. (2010). Is the Most Effective Team Leadership Shared? The Impact of Shared Leadership, Age Diversity, and Coordination on Team Performance. Journal of Personnel Psychology, 9(3), 105–116. https://doi.org/10.1027/1866-5888/a000020
Hotez, P. J., & Aksoy, S. (2017). Will a new 2017 global leadership commit to NTDs? PLoS Neglected Tropical Diseases, 11(3). https://doi.org/10.1371/journal.pntd.0005309
Inclusive leadership. (2017). Nursing Management. https://doi.org/10.7748/nm.24.3.12.s12
McCleskey, J. A. (2014). Situational, Transformational, and Transactional Leadership and Leadership Development. Journal of Business Studies Quarterly, 5(4), 117. Retrieved from https://ezproxy.leedsmet.ac.uk/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=96783710&site=eds-live&scope=site
Prestia, A. S. (2017). The art of leadership diplomacy. Nursing Management, 48(4), 52–55. https://doi.org/10.1097/01.NUMA.0000514068.76314.4d
Raes, E., Decuyper, S., Lismont, B., van den Bossche, P., Kyndt, E., Demeyere, S., & Dochy, F. (2013). Facilitating team learning through transformational leadership. Instructional Science, 41(2), 287–305. https://doi.org/10.1007/s11251-012-9228-3
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