Dion Ginanto & Xutong Wang
The quote from Napoleon Bonaparte, “an
army of rabbits commanded by a lion could do better than an army of lions
commanded by a rabbit” (Bass, 1990), reminds us of the important function of a
leader and leadership. A leader should be able to inspire and motivate his/her
team member as Wexner did by converting his vision of a nationwide chain of
women’s sportswear stores into reality through his own hard work. Wexner
stimulated employee participation in discussions, and he encouraged them to
share (Bass, 1990).
Further, Bass (1990) gave another example of leadership, H. Ross Perot, who was willing to be involved in the rescue of two of his employees trapped as hostages in Iran 1979. Perot is an example of individualized consideration, which is one of the important elements of leadership. Leading by inspiring, motivating, and valuing others is what we call transformational leadership. There are several theories of leadership, including transformational leadership that we need to know in order to increase our awareness that all of us are leaders. Transformational leadership has become a popular paradigm among scholars due to its emphasis on intrinsic motivation and follower development, which fits the needs of today’s work groups, who want to be inspired and empowered to succeed in times of uncertainty. This paper discusses further definition of transformational leadership, its history, its strengths and criticism, and its key factors.
Further, Bass (1990) gave another example of leadership, H. Ross Perot, who was willing to be involved in the rescue of two of his employees trapped as hostages in Iran 1979. Perot is an example of individualized consideration, which is one of the important elements of leadership. Leading by inspiring, motivating, and valuing others is what we call transformational leadership. There are several theories of leadership, including transformational leadership that we need to know in order to increase our awareness that all of us are leaders. Transformational leadership has become a popular paradigm among scholars due to its emphasis on intrinsic motivation and follower development, which fits the needs of today’s work groups, who want to be inspired and empowered to succeed in times of uncertainty. This paper discusses further definition of transformational leadership, its history, its strengths and criticism, and its key factors.
Definition
of Transformational Leadership
A transformational leader
is a leader who transforms his/her associates from zero to hero. Burns, in
McCloskey (1991), defined transformational leadership as “a relationship of
mutual stimulation and elevation that converts followers into leaders and may
convert leaders into moral agents” (Burns in McCloskey, 1991). Further, Callow (2011)
asserted that transformational leaders are those who stimulate and inspire
their followers to achieve extraordinary outcomes and, in the process, develop
their followers’ own leadership capacity. This leadership occurs when one or
more persons engage with others in ways that result in leaders and followers
raising one another to higher levels of motivation and morality (Burns, 1978).
Transformational
leaders are often charismatic. Transformational leaders always have large
amounts of enthusiasm, which, if relentlessly applied, can wear out their
followers. Transformational leaders also tend to see the big picture, but not
the details. If they do not have people to take care of the detailed level of
information, then they are usually doomed to fail. Transformational leaders, by
definition, seek to transform. When the organization does not need transforming
and people are happy as they are, then such a leader will feel frustrated.
The
History of Transformational Leadership
Friedman
and Langbert, (2000), MindTools (n.d), and McCloskey, (1991), agreed that the
term “transformational leadership” was introduced by James McGregor Burns in
1978. Burns (1978), in his famous book Leadership,
stressed the important connection between leaders and followers. However,
Northouse (2013) believed that the term “transformational leadership” was first
coined by Downton in 1973, and then was continued by James McGregor Burns in
1978. There are several prominent scholars who have focused on transformational
leadership: House (1976), who was famous with his charismatic leadership, and Bass
(1985), who drew close relationship between transactional and transformational
leadership (Northhouse, 2013).
Four
Transformational Leadership Factors
Northouse
(2013) listed four important factors that develop transformational leadership,
which are called the Four I’s: (1) idealized influence; (2)
inspirational motivation; (3) intellectual stimulation; and (4) individual
consideration. After considering these four aspects, we can gain the effect of
“ performance beyond expectations.”
First
of all, idealized influence, means charismatic vision and behavior that
inspires others to follow. This aspect is about building confidence and trust
and providing a role model that followers seek to emulate. Leaders are “admired,
respected, and trusted.”
Second,
inspirational motivation means leadership that motivates the whole
organization. This means that almost all transformational leaders make a clear
description of the future, provide the team member the chance to see the actual
meaning of their work, and require them to achieve higher standard. Leaders
advocate that team members be a part of the organization environment. Inspirational
motivation requires leaders to inspire others by using passionate speeches and
conversation to make things come true. Therefore, transformational leaders lead
their team members to make contributions to the whole organization.
The
third factor is intellectual stimulation. This aspect refers to a leader who needs
to encourage his/her team members’ creativity and innovation. A
transformational leader advocates team members to be creative, and to change
old problems in some new ways. They empower team members by persuading them to
accept new ideas without fear of punishment.
The
final factor is individualized consideration. This aspect means that a leader
not only cares about the whole organizational development, but also about every
subordinate’s needs, abilities, and aspirations. Team members are treated
individually and differently on the basis of their talents and knowledge. At
this point, a transformational leader will become a teacher or consultant, and will
help the lower subordinates meet their problems and challenges during the
working period of the organization.
Strengths
and Criticisms
Northouse (2013) listed several strengths and weaknesses of transformational
leadership. By understanding its strengths and weaknesses, we -as leaders- will
be able to figure out when and where we can apply this concept. There are five
strengths of transformational leadership, according to Northhouse (2013): (1)
transformational leadership has been widely researched from many different
perspectives, including a series of qualitative studies of prominent leaders
and chief executive officers (CEOs) in larger, well-known organizations; (2)
transformational leadership has intuitive appeal; it is appealing that a leader
will provide a vision for the future; (3) transformational leaders treat
leadership as a process that occurs between followers and leaders; (4) the
transformational approach provides a broader view of leadership that augments
other leadership models; (5) transformational leadership places a strong
emphasis on followers’ needs, values, and morals; and (6) there is evidence (based on research) that
transformational leadership is an effective form of leadership (pp. 200-202).
Northouse (2013) also
listed several weaknesses of transformational leadership: (1) transformational
leadership is too general and broad -it is difficult to define exactly the
parameters of transformational leadership; (2) the four I’s are factors which
correlate highly with each other, which means they are not distinct factors
(Tejeda, Scandura, & Pillai, 2001, in Northhouse, 2013); (3)
transformational leadership treats leadership as a personality trait or
personal disposition rather than as a behavior that people can learn (Brayman,
1992, in Norhtouse, 2013); (4) researchers have not established that
transformational leaders are actually able to transform individuals and
organizations (Antonakis, 2012, in Northouse, 2013); (5) transformational
leadership tends to be more elitist and anti-democratic (Avolio, 1999; Bass
& Avolio, 1993, in Northouse 1993); and (6) transformational leadership has
the potential to be abused (pp. 202-204).
Conclusion
All in all, given all
the explanations of transformational leadership, as well as its strengths and
weaknesses, this kind of leadership theory can be applied to all organizations,
including educational institutions. This leadership theory could enrich the
quality of a leader. The nature of leadership is that there must be a closed
connection between leaders and their associates; therefore transactional
leadership will best serve increased trust and collaboration within an organization.
When leaders are able to transform the positive ideas and values of the
organization to their followers, then the organization’s goals and vision are
easily achieved.
Reference:
Bass, B.M. (1990). From
transactional to transformational leadership: Learning to share the vision.
Academic Journal, Organizational Dynamics. 18(3) 19-27.
Burns,
J.M. (1978). Leadership. New York: Harper & Row.
Callow, N. (2011)
Transformational leadership in higher education. The Higher Education
Academy.
Friedman, H.H., &
Langbert, M. (2000). Abraham as a transformational leader. Journal of
Leadership Studies. 7(2), 88-95.
McClosky, M.W. (1991).
What is transformational leadership? ML513/ML791
MindTools (n.d).
Transformational leadership: Becoming inspirational leader. Retrieved from: http://www.mindtools.com/pages/article/transfromational-leadership.htm
Northouse, P.G. (2013) Leadership:
Theory and practice (6th Edition). Thousand Oaks, CA: Sage.
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