Transformational Leadership & Transactional LeadershipSamples

Questions: 1.What aspects of transactional and transformational leadership in the Case Study were Explained most clearly and correctly by the group? What Important Elements, if any, were not Explained clearly or correctly by the group? 2.What advantages or disadvantages of transformational and transactional leadership in the case study were explained clearly by the group? What additional advantages or disadvantages would you suggest are Important? 3.In what way did the recommendation/s presented by the group demonstrate most clearly how management and leadership can be Improved? Answers: 1.This article highlights the transactional leadership, as well as transformational leadership. The transactional leadership styles that include the following of the traditions have been clearly highlighted by the group. The organizational structure that is best suited for the transactional leadership includes the hierarchy structure as well as the bureaucratic structures. These are most clearly explained by the group (Birasnav, 2014). However, some of the aspects of leadership have not been mentioned. The transactional leadership styles are more concerned with the maintenance of the normal flow of operation in an organization. The transactional leaders also follow the disciplinary protocols of the organization. This has not been explained clearly. It has been mentioned in the case study that the transformational leadership is needed for facing the unprecedented changes in the procedure and the culture of the organization (Muenjohn Armstrong, 2015). However, one of the most importan t aspect that highlights the fact that transformational leadership goes beyond the daily organizational management has not been mentioned clearly. Moreover, the use of transformational leadership in the orgtanoizatio0ns that require innovation has not been addressed by the groups. Thus, the essential aspects of both the transformational and transactional leadership have not been addressed. 2.The advantages and disadvantages have not been clearly described in this case study. One of the basic advantages of the transactional leadership is that, it uses the basis of rewards and punishment for the initiation of the followers (Birasnav, 2014). However, the greatest advantage of the transformational leadership is that charm and charisma is used as a basis of motivation. This has not been addressed in the given case study. Moreover, the transactional leaders are reactive, which is a major disadvantage of this form of leadership. However, the proactive nature of the transformational leadership is one of the greatest advantages of this leadership style (Poloncic, 2016). However, these have not been mentioned clearly in the case study. The other advantages that could be suggested include the incorporation of innovation by the use of transformational leadership. Both the leadership styles have immense advantages in the organization. However, the importance of each of the leadersh ip styles has not been effectively highlighted (Muenjohn Armstrong, 2015). The essential advantages and disadvantages have not been mentioned in the case study (Birasnav, 2014). The transformational leadership facilitates innovation in the organization and the followers are led by the leaders charm. Hence, the followers are not forced under the leadership, but they follow the leader due to the personality the person has. 3.As mentioned by the group, the police work needs to use various styles of leadership, such that they are able work according to the need of the organizational structure. However, not much has been recommended regarding the improvement of management and leadership (Birasnav, 2014). However, leadership could be improved by incorporating various styles of leaderships such that the organizational structure and operations determine the style of leadership to be used. If the organizational structure is a hierarchical one then the transactional leadership needs to be used. If the organization calls for innovation then the transformational leadership is to be used (Muenjohn Armstrong, 2015). These could have been recommended. The leadership styles also affect the management of the organization (Schaufeli, 2015). If the appropriate leadership style is used in the organization, then the management is positively affected. However, if the leadership style used does not match with the organiza tional structure or the management, then the organization might be affect negatively. In order to enhance the leadership styles and management, the leader needs to understand the organizational structure and the requirement of the organization, before using a specific leadership style (Birasnav, 2014). Moreover, with the changes in the organization, the leader might have to change his leadership styles as well. Trust in leadership plays an essential role. Leadership could be enhanced by gaining trust of the followers. Charm and charisma could be used to guide the followers and hence enhancement in the management and leadership is experienced (Muenjohn Armstrong, 2015). Thus, leadership has an intrinsic relation with the management of the organization. The efficiency of leadership enhances the performance of the organization. However, the case study fails to clearly explain the importance of leadership and management in the organizations. The importance of transactional and transformational leadership has also not been highlighted. References Birasnav, M. (2014). Knowledge management and organizational performance in the service industry: The role of transformational leadership beyond the effects of transactional leadership.Journal of Business Research,67(8), 1622-1629. Muenjohn, N., Armstrong, A. (2015). Transformational leadership: The influence of culture on the leadership behaviours of expatriate managers.international Journal of Business and information,2(2). Poloncic, M. J. (2016). Principals matter: Perceptions of principals on school leadership. Schaufeli, W. B. (2015). Engaging leadership in the job demands-resources model.Career Development International,20(5), 446-463.