How does the transformational leadership style effect employees performance?

Agree with Mr Virel desai in opinio

Transformational leaders are those who stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational leader’s help followers grow and develop into leaders by responding to individual followers’ needs by empowering them and by aligning the objectives and goals of the individual followers, the leader, the group, and the larger organization. Transformational leadership can move followers to exceed expected performance, as well as lead to high levels of follower satisfaction and commitment to the group and organization.

Transformational leaders motivate others to do more than they originally intended and often even more than they thought possible. They set more challenging expectations and typically achieve higher performances. Transformational leaders also tend to have more committed and satisfied followers. Moreover, transformational leaders empower followers and pay attention to their individual needs and personal development, helping followers to develop their own leadership potential.

Transformational leadership is in some ways an expansion of transactional leadership. Transactional leadership emphasizes the transaction or exchange that takes place among leaders, colleagues, and followers. This exchange is based on the leader discussing with others what is required and specifying the conditions and rewards these others will receive if they fulfil those requirements. Transformational leadership, however, raises leadership to the next level. Transformational leadership involves inspiring followers to commit to a shared vision and goals for an organization or unit, challenging them to be innovative problem solvers, and developing followers’ leadership capacity via coaching, mentoring, and provision of both challenge and support.

Historians, political scientists, and sociologists have long recognized leadership that went beyond the view of a social exchange between leader and followers. However, offering a reward or compensation for a desired behaviour—as the underlying concept for the study of leadership. Leadership was seen primarily as an exchange relationship. Research indicated that contingent reward is reasonably effective under most circumstances. In addition, active management-by- exception (corrective leadership for failure of a follower to comply) is more varied in effects, and passive management-by-exception (“if it ain’t broke, don’t fix it”) is contraindicated as an effective act of leadership, if you limit leadership of a follower to rewards with carrots for compliance or punishment with a stick for failure to comply with agreed-on work to be done by the follower, the follower will continue to feel like a jackass. Leadership must also address the follower’s sense of self-worth to engage the follower in true commitment and involvement in the effort at hand.

Thanks

It does really affect !, since that style based on changing, changing management, and leader ability to manage these changes to achieve the targets, by applying role model and examples.

The connotation that transformation has to be voiced big (needs BIG BANG) is not coherent with the principles of nature.  The best Leader is one who not only plans, develops and envisions but inspires and articulates all such ideas to teams / groups using transformational leadership principles (such as Servant Leadership), where one himself becomes a direct support and career of the thought, ideas, processes and vision and mission of the Organisation.

When one Thinks, Voices (communicates effectively) and take Actions in harmony (in their language) with the thoughts, ideas coherent of the ORG's mission / vision and of the individual employees, they feel connected and hence it is seen that at-the-least employees express their opinions in confidence. The best outcome would be that they would surpass your expectation of their performance. COMMUNICATION is the key.

It is simple. This confidence/trust should be EARNED by the leader among the peers and major employees by showing absolute integrity in his mind, body and speech. There are situations where some decisions have to be made single handedly. However, mostly it is not. Leadership is concrete action, where one traverses the path with the team members, to walk the path, enabling creative contributions making each one of them think & feel that any small / big achievement is not only organisational but which personally connects with individual contributions. One in many, many in one.

It WILL be a win-win situation.

Great leaders of the world and Successful people have these traits in common. ORG growth is assured if all leaders are trained in such thought process.

 

It is based on the ability of the leader and the extent of acceptance of employee, and then on the ability of employee to respond to the new leader, which means that the staff must be integrated with the new leader and his style and abilities and potential work

ransformational leadership and employee performance. ... and can meet the requirements of project-oriented organizations, especially in

2.5.0.0

The change of leaders has disadvantages and has positive aspects on both sides

But he gets more training

The effects of transformational leadership effects the styles, organizational culture and motivate employee and improve their performance, such efforts are able to influence subordinates in their work. Its imp factor and impact on employee job comitement.

The style of the leader who depends on directing and leading the staff using a good example, integrity, discipline and respect for employees and give them the opportunity and space to participate in the development of goals and work on their implementation. This is the influential leadership that achieves the goals.