leadership often is more applicable in the cases when a long term project is there and a fixedteam is present. In that kind of situation this kind of leadership models often flourish and also atthe same time helps the subordinates to grow.
This model definitely has contribution in the recent literatures in threemost critical ways. Firstly the model importantly integrates the contingency factors, theleadership approaches and outcomes into a single model. (Llies, Judge &Wagner, 2006).Secondly the model also makes practical contribution by providing the various practitioners inthe field with a proper framework to work on. But most importantly this model definitely provides the basis on which it can be decided when or where the concept of self-leadership can be implemented. The model for understanding the transformational leadership theory is based onthe motivational factors and understanding that is crucial for gaining an in-depth understandingof the issue. This approach may also be regarded as investment behavior on the part of the leader as it will fetch him or her returns at a later stage. This concept is related to the theories in theform of self-regulation and self-control. According to this form of leadership theory, theemployees are less likely to be influenced by directive leaders and will indulge more on self-development. In this theoretical context the organizations have better control over their employees. It is in fact that particular ability that an individual posses which enables him or her to influence the activities of an organization and guide it towards the goal. (Grint, 1997).
The neurobehavioral components that necessarily regulate the level of motivation do have some distinct and affective cognitive, biological as well as behavioralcomponents. (Llies, Judge &Wagner, 2006). The dimension of effective transformationalleadership which influences follower motivation is the charisma. Through this component thesubordinates determines the self-confidence and regulation and also the charismatic leader influences the level of determination within the sub-ordinates. Also a charismatic leader is believed to influence the traits within the followers which distinguish one person to another.(Llies, Judge &Wagner, 2006). They are more likely to influence positive emotion within thesubordinates and for that reason the motivational level are expected to be high. In short thecharismatic component influences the emotional contagion and as a result positive emotions arecreated within the followers. This in turn is likely to create self-efficacy and self-set goals.Leaders need to be self-motivated because through his or her motivation the subordinates will bemotivated in their work and will be involved. The leader must show the direction towardsorganizational goals and this constant effort from the leaders indeed requires some level of motivation.
It’s very difficult on the part of the leaders to get motivated all the time as they arethe ones who are expected to motivate others. But leaders can definitely motivate themselves by benchmarking other larger firms and trying to achieve goals which other firms have alreadyachieved. The charisma on the other hand has a greater influence in determining the kind of relationship and influence that the leader has on the followers.