OGL300 Paper 3

Aubrey Joyce 9/19/21

Transformational Leadership

1. Describe what is implied by the term “transformational leadership.”

Transformational leadership is the concept of personal changes and transformations of

people via emotions, ethics, and long/short-term goals. In a leader’s position, they are

responsible of meeting their followers’ needs and treating them equally and fairly. When leaders

demonstrate this leadership style, they often use charisma to push their followers to go above and

beyond the minimum standard.

2. Explain the differences between transactional and transformational leadership.

Transactional leadership is the primary concept of exchanges between leaders and

followers. Transformational leadership delves into the connections established from engagement

between the leader and followers; this will typically lead to higher motivation for the followers

and the leader.

3. Discuss what other real-world leaders, past or present, could be considered transformational
leaders.

A great example of a transformational leader would be Mohandas Gandhi, through his

effective communication and teachings, he was able to influence millions of people and raise the

standards for what he expected from his followers. As a result, the world, his followers, and

specifically himself, were changed in the end.

4. Explain the seven factors incorporated in the Bass Model of Transformational and Transactional
Leadership.

Under the Transformational Leadership, there’s idealized influence and charisma,

inspirational motivation, intellectual stimulation, and individualized consideration. Transactional

leadership focuses on contingent reward and constructive transactions, management by exception

of active and passive, and corrective transactions. Finally, Laissez-Faire leadership is non-

transactional with no feedback and delayed decision making from the leader.

5. Explain the four leadership strategies identified by Bennis and Nanus.

Bennis and Nanus identified a clear vision as a leadership strategy- it was a realistic,

believable image of the future that was beneficial and understandable to the followers and

encourages the followers to contribute to the organization. Social architects are defined as

individuals who are establish a common purpose/meaning for the people within the association.

They can assemble people into accepting a new group or philosophy in tribute to the

organization. Creating trust by being genuine, responsible, and reliable in difficult situations

towards their followers helps the leader establish a positive reputation. These leaders must be

able to keep their promises, stand by their word, and continue to lead their followers even during

times of difficulty. When leaders can acknowledge and express their strengths and

weaknesses/competence and have a high self-regard and confidence, they have a creative

development of self.

6. What are strengths of transformational leadership theory?

This theory has been researched and proven by several studies, it contains an instinctive

interest and classifies leadership as a concept that occurs between leaders and their followers.

The theory offers a wider perspective of leadership that enhances the ideologies of other
 leadership models. It shows how transformational leadership is an effective and operational

leadership style and how it focuses on the needs and values of the followers.

7. What are criticisms of transformational leadership theory?

Several people have remarked that the theory lacks conceptual clarity, that the way

transformational leadership is measured is unfair and restricted, and how the theory set

leadership up as more of a personality trait instead of a learned behavior. Some believe that the

leadership style is “‘elitist and antidemocratic’” (Northouse 181) The theory has been researched

to show how this concept of leadership can be abused if someone were to use the techniques to

persuade people into believing a fallacy.

8. Why might the transformational leadership approach not be as effective with Millennials?

The Millennial generation has been known to emphasize their respect towards their

individuals interests and needs rather than the tasks and priorities of the organization. Millennials

have been known to put their needs, thoughts, and opinions first before anyone else’s; therefore,

the whole concept of collaborating with others will not be an easy approach.

Authentic Leadership

9. Why is authentic leadership hard to define? Describe the three different definitions of authentic
leadership. What does each definition contribute to our understanding of this concept?

The world has not agreed on a singular definition of authentic leadership since several

people have made various meanings based on different viewpoints and emphasis. The

intrapersonal perspective elaborates on what happens within a leader; a true leader will express a

sensation of genuine, original, and convictional leadership. The interpersonal process delves into

how authentic leadership is the collective bond between leaders and followers and how positive
 results come from cooperativeness within the organization. The relationship between leaders and

followers are dependent and influential. The developmental perspective focuses on how

authentic leadership can be a learned trait for a leader and just one that is inherit; people can

learn and grow overtime and establish new traits that make them perfect candidates to be a

leader.

10. What is the difference between passion and compassion in George’s AL model?

Passion refers to a deep interest in a certain activity; passionate people genuinely care

about what they do and their work. Compassion is the empathetic/sympathetic sensation towards

the feelings and thoughts of others; compassionate individuals direct their focus on authenticity.

11. How are the dimensions of AL related to the characteristics of AL in George’s model?

Every dimension of AL is related to a characteristic. Passion is synopsis of purpose,

behavior correlates with values, connectedness refers to relationships, consistency is the same as

self-discipline, and compassion is equal to heart. A leader who embodies their purpose and is

passionate about goal obtainment. When leaders are authentic, they possess respectful values and

proper behaviors to guarantee a successful outcome. Relationships are crucial in authentic

leadership; therefore, without connectedness, relationships would cease to exist. Self-discipline

is responsible for consistency in a leader’s life; when a leader is reliable and sticks to their

promise, they are authentic. To feel compassion for other and their followers, a leader must have

a heart to lead them authentically.

12. Using Walumbwa et al.’s (2008) definition of authentic leadership, distinguish between leader
behaviors and traits. What are outcomes of authentic leadership? What is the follower role?

An authentic leader’s behavior and personality originates from their strong values and

constructive psychological qualities. Therefore, this is a behavior because it can develop over

time and be learned by anyone. Being trustworthy, reliable, and believable is critical to being an

authentic leader, as they will exhibit positive leadership abilities to the overall goal of their

organization while effectively leading their followers. The followers are expected to reciprocate

this authentic personality.

13. Distinguish between lower- and higher-levels of moral reasoning.

Higher levels of moral reasoning results in effective and transcendental decisions that

positively affect the followers and the common good of the people. This standard encourages

individuals to advocate for justice, togetherness, and selflessness. Lower levels of moral

reasoning often led to mistakes, fallacies, discrimination, and division. These standards lead

followers and the community down a negative and unsecure path that does not benefit them or

their goal.

14. How can moral reasoning be taught? Explain.

Moral reasoning can be taught to younger children to instill a positive behavior towards

decision making and goal achievement. As children, students typically exhibit effective behavior

when it comes to discussing moral values and traits “what not to do,” “what should he/she do?”

Children are taught to support each other, listen to one another, not to bully others and respect

other people. As students get older, they can preform their own case study, derived from their

personal experiences, and utilize the methods from the model to solve/regulate their situation.
15. How does authentic leadership fit with the following components of leadership: process,
influence, group context, and goal attainment?

Authentic leadership is the concept that leadership is a communicative/reciprocated process

between leader and follower that is founded by trust and exchange in reliability. This leadership

style is one that is always developing and strengthening over time and can show positive

results/outcomes if a leader does their job by making themselves trustworthy and reliable to their

followers, so their subjects can trust them. Their morals derive from wanting to serve as a

genuine leader that produces results and keeps their promises. They ensure that their followers’

needs are their utmost priority and that they can work collectively to obtain their common goal in

the organization.

16. What are the strengths and criticisms of the Authentic Leadership approach?

The Authentic Leadership approach satisfies the desire for a trustworthy and reliable

leadership. It provides individuals with an explicit guide on how leaders can be authentic and

establish their moral dimension. The approach is measurable per the ALQ, and these behaviors

can be learned/developed by anyone, it is not restrictive. However, the approach is still being

researched and studied, so the moral aspect of the model does not have a descriptive explanation

and the positive psychological capacities require more clarification and research to be done to be

proven legitimate.

17. Complete the Authentic Leadership Self-Assessment Questionnaire. What were your scores?
How would you interpret the results? Give an example from your own experience that supports
the results of this questionnaire.

Self-awareness = 18 Internalized Moral Perspective = 16 Balanced Processing = 20

Rational Transparency = 19 I would agree with these results as I am very open-minded to various

perspectives on matters that even differ from my own; I am curious as to why people feel the
 way they do about certain topics. I was talking to a friend about how whenever I get a pet, I

make sure to get it spayed/neutered if it is not already. They are against spaying animals because

it “denatures their animalistic instincts and restricts their freedom.” Although I disagreed with

their viewpoint on the mater, I was open to understanding why they felt that way and if it was a

topic that was influenced by a personal preference or for a legitimate reason. A lot of people I

know are not as willing to discuss controversial topics with friends as they know if someone goes

against their belief system, they will get very upset. Thankfully, I am a very adaptable and

curious person who is eager to learn more about people’s opinions and thoughts.

Servant Leadership

18. Be able to summarize the ideas of Robert Greenleaf and the historical basis of servant
leadership. What are the unique, underlying values of his perspective?

Servant leaders often put the needs of their followers first and inspire/empower them to

reach their full potential. With servant leaders’ ethical teaching techniques, they can effectively

lead their group in a way that satisfies the good of the public.

19. In what ways is servant leadership a paradox? Is servant leadership more of a trait or a
behavior?

Servant leadership coincides with the opposite of what most people typically refer to

leadership as; normally, leaders are made to have an influence on people, not to serve. Because

servant leaders put their followers’ needs first and focus their attention on nurturing their

followers, servant leaders serve for their followers. Servant leadership is typically a learned

behavior or is naturally apart of someone’s personality.

20. How might a servant leader’s gender, age, or ethnicity influence how he or she is perceived by
followers?

Although nobody should be judged by their gender, age, ethnicity, etc., a lot of people in

modern day society often put biases and judgment on those who are different from them. If a

male was a servant leader, he may be deemed as weak, soft, or too feminine. Likewise, if a

woman was a servant leader, she may be perceived as typical, cliché, or even overprotective. His

or her followers may even deem them as choosing favorites within the group. Furthermore, if

someone is younger, a lot of people may think that they are unexperienced and ineligible to be a

leader due to their age.

21. Distinguish between the following terms: leadership principles, leadership philosophies,
leadership approaches, leadership models, and leadership theories.

Leadership principles are concepts that is universally expected of leaders, regardless of

the style they use to lead. Leadership philosophies are fluid explanations as to why certain things

happen and why the leader decided to take specific actions. Leadership approaches are the

process of how a leader will choose to handle a situation and how to get involved. Leadership

models are visual imagery to help leaders and followers understand the concepts of various

leadership styles and be able to decipher which one they, or their leader, utilize. Leadership

theories help clarify how and why a given leadership style works in a certain scenario and what

that style provides.

22. Explain the five servant leader behaviors in the Liden et al. (2008) model?

Conceptualizing, emotional healing, putting followers first, helping followers grow and

succeed, behaving ethically, empowering, and creating value for the community are the servant

leader behaviors in the Liden model. Conceptualizing is the leader’s complete acknowledgement

of their organization and what they need to do to obtain their goal. Emotional healing refers to
 the compassion and sympathy and a leader can exhibit for his/her followers. They can be

sensitive with their followers and validate their feelings. A leader should demonstrate certain

actions or words that show their followers that their needs are an utmost priority to them. By

learning and understanding a follower’s personal or professional goals in life, a leader can

effectively guide them down a successful path. “Servant leaders make followers’ career

development a priority, including mentoring followers and providing them with support.”

(Northouse 236)

Upholding their promises, being honest and fair to their followers demonstrate ethical

behavior. It’s important to allow followers to make decisions on their own and grant them a

sense of freedom and independency; this empowers and inspires the followers to have faith in

their capabilities and helps them develop self-confidence and self-esteem. Actively participating

and giving back to the community, via volunteer work or community service, is an example of

creating a sense of value for the community. This allows for potential connection between an

organization’s goal and how it can better the livelihood of the community.

23. According to the most recent research, what specific leader traits are important to servant
leadership?

Empowerment, humility, standing back, authenticity, forgiveness, courage,

accountability, and stewardship.

24. How does servant leadership affect workers’ performance on the job?

Servant leadership has shown to produce a positive affect on workers’ performance on

the job as their leaders are avidly empowering them of their full potential and helping their

succeed toward their personal and professional goals.

25. How does servant leadership foster self-actualization in followers?

The workers’ feel seen, heard, appreciated, and taken care of when their needs, concerns,

and priorities are met and validated by their leader. Workers develop a great sense of

accomplishment when they can make decisions on their own.

26. What are the strengths and criticisms of the servant leadership approach?

Strengths of the servant leadership approach include its emphasis on selflessness being

the heart of the process. It offers a counterintuitive methodology of how influence is perceived

and delivered within the leader-follower relationship. There is open discussion on how and why

certain individuals may not utilize this style of leadership with their followers. Additionally,

there has been several studies on this approach to prove its ideologies to be true and effective.

Criticisms of the approach is the name itself; a lot of people believe that the name will weaken

the ability of the style. It is not explicit as to why conceptualizing is listed as a characteristic

exhibited by servant leaders and the core elements of the approach are unclear. Furthermore, the

approach condemns the other principles of effective leadership, like vision creation and goal

setting.

27. Complete the Servant Leadership Questionnaire. How would you assess your scores?

Emotional healing = 28 Creating Value for the Community = 25 Conceptual Skills = 24

Empowering = 19 Helping Followers Grow and Succeed = 28 Putting Followers First = 27

Behaving Ethically = 26 I agree with my results as I am a very empathetic and emotionally

intelligent person. One of my strengths is acknowledging social cues in individuals without them

ever having to say anything. Furthermore, I am always looking to find ways to help my followers

and loved ones succeed in their endeavors and through a personal matter.
 Citation

Northouse, P. G. (n.d.). Leadership: Theory and Practice. Retrieved from

https://platform.virdocs.com/r/s/0/doc/544863/sp/198583742/mi/613679759?cfi=

%2F4%2F2%2F10%2F300%2C%2F1%3A501%2C%2F1%3A501&menu=table-of-contents