Leadership is all about mapping a direction in an organisation so that a new vision could be created for the betterment. Leadership skills are very important for an organisation to grow successfully. The main motive of them is to inspire others by their action so that all the challenges could be overcome. The main difference between leader and follower is innovation, as leaders come up with creative and innovative ideas and followers work upon that. Leadership creates an inspiring vision for the future by motivating the people so that they can work in a team to achieve an effective vision. In this report, the main aspects of transformational leadership theory are discussed. It also helps an organisation to overcome its challenges that are faced by contemporary leaders. The example of Jeff Bezos is considered as he has used transformational theory in his career which has helped him in overcoming all the challenges in his journey.
The transformational theory is associated with four main aspects that are followed by every leader. The first main concern is individualised consideration, in this mentor or leader assures that all the needs and concerns of an individual are resolved. It is required so that support of employees could be gained and contribution of employee while working in a get is improved. Thus, leaders in the transformational policies take care that every individual is appreciated for their work so that positive self-development takes place. The second aspect of using transformational leadership is intellectual stimulation that deals with degree through which an individual take risks and challenges (Al-Husseini & Elbeltagi, 2016). To be successful every leader should have a potential to take risk so that they can learn from all the unexpected situations. In this theory, leaders focus upon motivation so that they can inspire their followers to perform well. For this they offer a role model so that high ethical behaviour is implemented and respect and trust of customers can be increased. The concept of transformational leadership is widely used in an organisation. Transformational leadership theories involve a strong commitment between leaders and followers (Lashinsky, 2012). Transformational leaders influences individual to take high risk and develop confidence in the employees. It supports the employees by inspiring them and boosting the confidence so that they have a clear vision for the future. The aspect of this theory is to create value in performance and also to offer solution for challenges (Bush, Abdul Hamid, Ng & Kaparou, 2017). The main reason of this theory is that it recognizes the need of every individual and work on the ways through which they can motivated. This leadership theory is responsible as it make leaders to develop a clear vision so that high level of integrity is created. The basic aspect of transformational leadership theory is motivating the followers so that they demonstrate a clear commitment of future success. It also addresses all the problems and supports the organisation in creating unique ideas (Khalili, 2016). Thus, it can be stated that transformational leadership theory is most influential approach in today’s world. As it deals according to the employee need and demand. It is a theory that deals with a vision to change inspiration for the employees. The leader focuses on increasing the job performance by understanding the strength and weaknesses (Kantor & Streitfeld, 2015).
It is true that leaders face various challenges, thus transformational leadership theory helps in overcoming the challenges. As transformational leadership helps in quickly formulating a clear vision so that improvement can be done for an organisation. It supports an employee to deal all the challenging condition. Transformational leadership can promote enthusiasm in the work environment by driving the company to positive innovations (Kantor & Streitfeld, 2015). Transformational leadership theories prove to motivate the people so that they can optimize their performance. There are various difficulties in the workplace like conflicts due to the culture or designation related issues, these can be resolved by transformational leadership. It helps in resolving the dynamic nature of organisation by understanding the issues faced by an individual, organisation or in global environment. Transformational leadership theory supports the organisation by understanding the challenges in a detailed way (Effelsberg, Solga & Gurt, 2014). They sometimes are ready to uncover the truth for the success of an organisation. This theory helps in resolving various issues. The major concern of retention is also resolved by this theory as they reach out to the employee so that plans could be created for developing the career for longer run. It maintains a close connection with the employees and the company. In every business there are various challenges faced by the employees but transformational leadership comes up with effective outcome so that productivity of work is improved. The challenges are resolved because transformational theory not only focuses on motivating the staff but rather focus from the vision of an organisation Transformational leaders enable solution for all the challenges and make sure that equality and social justice is gained (Stone, 2013). It expands the access and opportunities so that conflicts could be managed. It helps in having a clear vision so that change can be produced over time. This theory can be applied to every field in an organisation so that positive environment for employees (Katou, 2015).
Transformational leadership style is one of the most effective leadership styles as it is practiced by various big leaders and it is proven for attaining positive outcomes. Transformational leadership style involves a commitment of relationship between the leaders and his followers. Leaders with transformational leadership style believes in taking their subordinates with himself and whenever change is required in the organization for the objective of enhancing organizational performance or for resolving any issue faced the employees, leader along with his employees finds out the all available ways in order to select one of the most appropriate resolution with the objective of gaining positive outcomes (Day, Gu & Sammons, 2016). With regards to this, a transformational leader motivates and inspires their employees and subordinates regularly in order to perform well. Jeff Bezos is a charismatic as well as transformational leader and his unique thinking style make him effective as well as one of the most successful business men across the globe.
With regards to this, transformational leaders are known as better influencers as their duty is to take consent of his followers and subordinates on his words. Apart from this, transformational leaders are capable enough to mould the thinking capabilities of subordinates of leaders in order to motivate them to attain extraordinary benefits (Cheng, Bartram, Karimi & Leggat, 2016). Jeff Bezos is one of the behemoth leaders of this era and with his unique style of leadership and different thinking process, he has lifted his company on the peak and today, Amazon is counted in amongst the most valuable companies across the globe. Apart from his company, Jeff Bezos is also counted in the top thirty riches men across the globe and it is one of the biggest achievements of his career which have made him stand with the big business men across the globe (Bui, Zeng & Higgs, 2017).
In the initial times, Jeff Bezos used to perform its functionalities as per the autocratic leadership style and in relevance to this leadership style, multiple times, organization faced severe losses. Along with this, he used to follow centralised decision making process under which all decisions were used to taken by him irrelevance to the nature of decision. This was leading the organization towards downfall and most valuable employees left the company due to inappropriate workplace environment (Mittal & Dhar, 2015). But later on, Jeff realised his mistakes and adopted certain crucial changes in his leadership style for the objective of gaining positive outcomes, controlling labour turnover as well as for the objective of enhancing organizational productivity. In addition to this, Jeff has adopted transformational leadership style along with charismatic leadership style for the objective of executing its tasks and for leading its subordinates. Jeff Bezos inspires his subordinates with his vision and his vision is so clear which could easily be seen in his actions also. Along with this, he also believed in innovation which is another major aspect for the organization to grow and prosper as well as to retain its existing and potential customers’ interest within the organization. Jeff Bezos believes in work life harmony rather than believing in work life balance and with regards to this, Jeff’s expectations from his employees is also high as he treats them in an effective and appropriate manner (Nielsen & Daniels, 2016). Along with this, Jeff respects suggestions from every individual and if he finds it beneficial for the organization, he also implements it for improving organizational performance. These are some of his behavioural attributes which makes him one of the greatest transformational leader with highest rate of success (Bui, Zeng & Higgs, 2017).
Conclusion
From the above discussion, it can be concluded that transformational leadership theory works on understanding the need and demand of an individual. It makes sure that effectiveness is increased in an organisation by influencing an individual to take high risk and have a clear vision. In this report, example of Jeff Bezos has undertaken to understand transformational leadership theory in his career. He believed in taking his subordinates up with himself which ultimately boosted up the confidence of all employees in the organization.
References
Al-Husseini, S., & Elbeltagi, I. (2016). Transformational leadership and innovation: a comparison study between Iraq’s public and private higher education. Studies in Higher Education, 41(1), 159-181.
Bui, H. T., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32(5), 373-386.
Bush, T., Abdul Hamid, S., Ng, A., & Kaparou, M. (2017). School leadership theories and the Malaysia education blueprint: Findings from a systematic literature review. International Journal of Educational Management, 12-40 .
Cheng, C., Bartram, T., Karimi, L., & Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses. Personnel Review, 45(6), 1200-1216.
Day, C., Gu, Q., & Sammons, P. (2016). The impact of leadership on student outcomes: How successful school leaders use transformational and instructional strategies to make a difference. Educational Administration Quarterly, 52(2), 221-258.
Effelsberg, D., Solga, M., & Gurt, J. (2014). Getting followers to transcend their self-interest for the benefit of their company: Testing a core assumption of transformational leadership theory. Journal of Business and Psychology, 29(1), 131-143.
Kantor, J., & Streitfeld, D. (2015). Inside Amazon: Wrestling big ideas in a bruising workplace. New York Times, 15(3), 74-80.
Katou, A. A. (2015). Transformational leadership and organisational performance: Three serially mediating mechanisms. Employee Relations, 37(3), 329-353.
Khalili, A. (2016). Linking transformational leadership, creativity, innovation, and innovation-supportive climate. Management Decision, 54(9), 2277-2293.
Lashinsky, A. (2012). Amazon’s Jeff Bezos: The ultimate disrupter. Retrieved September, 3, 2013.
Mittal, S., & Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision, 53(5), 894-910.
Nielsen, K., & Daniels, K. (2016). The relationship between transformational leadership and follower sickness absence: the role of presenteeism. Work & Stress, 30(2), 193-208.
Stone, B. (2013). The everything store: Jeff Bezos and the age of Amazon. Random House, 792), 12-40.
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