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Transformational - Transactional Leadership
Transformational - Transactional Leadership
59
Transformational
Leadership
Leaders who can spark our imaginations with a compelling vision of a worth-
while end that stretches us beyond what is known today and who can show us a
clear path to our objectives are the ones we follow. In the future, the leadership
role will focus more on the development of an effective strategy, the creation of the
vision, and an understanding of their impact, and will empower others to carry
out the implementation of the plan.
—Goldsmith, Greenberg, Robertson, & Hu-Chan (2003, p. 118)
T
ransformational leadership is an involved, complex process that binds leaders and
followers together in the transformation or changing of followers, organizations, or
even whole nations. It involves leaders interacting with followers with respect to
their “emotions, values, ethics, standards, and long-term goals, and includes assessing
followers’ motives, satisfying their needs, and treating them as full human beings”
(Northouse, 2010). While all theories of leadership involve influence, transformational
leadership is about an extraordinary ability to influence that encourages followers to
achieve something well above what was expected by themselves or their leaders.
Early researchers in the area of transformational leadership coined the term
(Downton, 1973) and tried to integrate the responsibilities of leaders and followers
(Burns, 1978). In particular, Burns (1978) described leaders as people who could under-
stand the motives of followers and, therefore, be able to achieve the goals of followers and
leaders. As we discussed in Chapter 1, he considered leadership different from power
because leadership is a concept that cannot be separated from the needs of followers.
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Copyright © 2011 by Sage Publications, Inc.
Chapter 9: Transformational Leadership 259
Charismatic Leadership
“Charisma is a special quality of leaders whose purposes, powers, and extraordinary
determination differentiate them from others” (Dubrin, 2007, p. 68). Weber (1947)
emphasized the extraordinary nature of this personality trait but also argued that follow-
ers were important in that they confirmed that their leaders had charisma (Bryman, 1992;
House, 1976). The influence exercised by charismatic leaders comes from their personal
power, not their position power. Their personal qualities help their personal power to
transcend the influence they have from position power (Daft, 2005).
House (1976) provided a theory of charismatic leadership that linked personality char-
acteristics to leader behaviors and, through leader behaviors, effects on followers. Weber
(1947) and House (1976) both argued that these effects would be more likely to happen
when followers were in stressful situations because this is when followers want deliverance
from their problems. A major revision to House’s conceptualization has been offered by
Shamir, House, and Arthur (1993). They argue that charismatic leadership transforms how
followers view themselves and strives to tie each follower’s identity to the organization’s col-
lective identity (Northouse, 2010). In other words, charismatic leadership is effective because
each follower’s sense of identity is linked to the identity of his or her organization.
Idealized Influence or Charisma. Leaders with this factor are strong role models followers
want to emulate and with whom they want to identify. They generally exhibit very high
moral and ethical standards of conduct and usually do the right thing when confronted
with ethical and moral choices. Followers develop a deep respect for these leaders and
generally have a high level of trust in them. These leaders give followers a shared vision
and a strong sense of mission with which followers identify (Northouse, 2010).
Inspirational Motivation. Leaders with this factor share high expectations with followers
and motivate them to share in the organization’s vision with a high degree of commitment.
These leaders encourage followers to achieve more in the interests of the group than they
would if they tried to achieve their own self-interests. These leaders increase team spirit
through coaching, encouraging, and supporting followers (Yukl, 2006).
Individualized Consideration. Leaders with this factor are very supportive and take great care
to listen to and understand their followers’ needs. They appropriately coach and give advice
to their followers and help them to achieve self-actualization. These leaders delegate to assist
followers in developing through work-related challenges and care for employees in a way
appropriate for each employee. If employees need nurturance, the leader will nurture; if
employees need task structure, the leader will provide structure (Northouse, 2010).
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Chapter 9: Transformational Leadership 261
Contingent Reward. This factor describes a process whereby leaders and followers
exchange effort by followers for specific rewards from leaders. This process implies agree-
ment between leaders and followers on what needs to be accomplished and what each
person in the process will receive. This agreement is usually done prior to the exchange of
effort and reward.
Management by Exception (MBE). This factor has two forms—active and passive. The for-
mer involves corrective criticism, while the latter involves negative feedback and negative
reinforcement. Leaders who use MBE (active) closely monitor their subordinates to see if
they are violating the rules or making mistakes. When rules are violated and/or mistakes
made, these leaders take corrective action by discussing with their subordinates what they
did wrong and how to do things right. Contrary to the MBE (active) way of leading, lead-
ers who use MBE (passive) do not closely monitor subordinates but wait until problems
occur and/or standards are violated. Based on their poor performance, these leaders give
subordinates low evaluations without discussing their performance and how to improve.
Both forms of MBE use a reinforcement pattern that is more negative than the more pos-
itive pattern used by leaders using contingent reward.