Introduction
There are various forms of business and collective management on which the success of a group of people or a specific individual depends. One of the popular leadership styles is transformational leadership, which has attracted increasing public attention in recent years. This method helps to inspire employees to achieve the overall goals of the company, as well as motivate new achievements. The essence of this approach is not only to view and punish but also to allow employees to think not only about their benefits.
For employees, this manifests in their increased motivation to work and in getting more positive emotions from work than those who work with other leaders. However, despite the general and straightforward approach, the Director General is likelier to adhere to other concepts aimed at specific goals and results. This style of leadership is called transactional and represents a significant transformation competition.
The Concept of Transformational Leadership Strategy
To begin the analysis, it is worth considering the concept of transformational leadership in more detail and identifying its distinctive features. First of all, transformational leadership is an approach that consists of employees’ leadership inspiration and motivation to achieve the group’s or business’s overall goals (Khan et al., 2020). This tactic is crucial today, changing daily due to globalization and digitalization. With technology, people’s lifestyles, interests, and preferences are changing, so working conditions are changing. Organizational results are improved with this approach, so the efficiency and well-being of employees also improve both in the workplace and in social life.
It is essential for transformational leaders to consider not only their interests or the priorities of a particular person but also to focus on the broader picture of the business (Bakker et al., 2022). It unlocks creativity and promotes change within the team, which is the opposite of transactional leadership. The essence of this approach is to motivate with rewards and punishments, which should lead to specific goals.
To develop a business strategy, management needs to have a clear plan for the development of the enterprise. According to Wheelen et al. (2018), transformational leaders implement critical strategic management and business policy implementation components. The leaders’ tasks are to help overcome the modern business landscape characterized by innovation and the prevalence of globalization processes. The world is changing morally and technologically, which requires new business methods.
Saad Alessa (2021) argues that transformational leadership encourages employees to work and constantly do what is above their capabilities and expectations. In this way, they can raise their level of awareness and think more about the common interests of a group of people interested in achieving common goals. Such leaders are excellent motivators and facilitate how organizations adapt to the new challenges of today’s world. Continuous improvement is essential for them, and they try to innovate and encourage workers to take informed risks.
Impact of the Concept on the Work of the Organization
Equally important is how implementing transformative leadership impacts an organization. Business efficiency is an essential component of its functioning, so in this issue, it is necessary to study in more detail the approaches to achieve maximum productivity. In their research, Li et al. (2021) examined the relationship between the corporate performance of medium and small enterprises and the board of directors’ leadership. The results were examined through the lens of effectiveness, and the authors found that they were more positive. Transformational leadership by the Board of Directors improves employees’ performance and business results, one of the key performance indicators. So, transformational leadership has a significant impact on organizational results within the team and allows the creation of a comfortable working environment within the team.
The level of productivity can also change with the implementation of different personnel management strategies. Transformational leadership, for example, is associated with increased employee productivity and helps avoid emotional burnout in the work environment (Khan et al., 2020). Workers who are motivated by leaders are less likely not only to burn out but also to be lazy and socially isolated from others. This is because transformational leadership aims to inspire employees to engage in work that gives them pleasure and leads to the desired results. Only a person’s awareness of the importance of his work and the enjoyment of its performance can make it genuinely qualitative.
However, it is essential to note that not every leader will be able to assume the role of a transformational leader. A study of the effect of forced CEO replacement discovered that a transaction leader was more likely to be replaced by another transaction leader (Ellis et al., 2021). Thus, the CEO will likely use the same HR strategy as his or her predecessor. It may be assumed that this confluence of circumstances is due to the directors’ preference for a management style to achieve the intended objectives. Transactional leadership ensures stable performance aimed at results, and the basis of their strategy is a reward system. The concepts of vision and inspiration are more abstract, so the CEO, who does not adhere to this concept, will not see such a person in his place.
Demand for Jobs with Transformational Leaders
Many people familiar with or working in the business sector may prefer to work with or as transformational leaders. Bakker et al. (2022) traced the relationship between the efficiency of employees and the consistent application of the principles of transformational leadership. They found that such workers have greater involvement in the process. This work brings people positive emotions and a high level of motivation to achieve new results that might have previously seemed impossible. This may be because transformational leaders can create a sense of purpose in their work, which is essential to the satisfaction and well-being of the business and every employee.
I would like to work for a transformational leader, as I like a casual approach and motivation to work with a leader. I believe that the ease of this approach helps a person relax and work for the company’s good, not for the achievement of his personal goals. Thus, work does not become routine, and achieving new goals allows the individual to feel even more important in his or her work.
Conclusion
In conclusion, it is essential to say that the strategy for transformational leadership is to focus on motivating and inspiring employees. Although not every CEO is ready to use this approach in his work, he positively impacts results and team performance. It also improves the self-esteem of employees and their level of satisfaction not only with work but also with life in general. Thus, from a strategic point of view, transformational leadership can be essential in modern business changes. Many people prefer to work for a transformational leader, and I agree with that view because that person can create a sense of purpose and involve any employee in what they do.
References
Bakker, A. B., Hetland, J., Kjellevold Olsen, O., & Espevik, R. (2022). Daily transformational leadership: A source of inspiration for follower performance? European Management Journal. Web.
Ellis, J., Guo, L., & Mobbs, S. (2021). How does forced-CEO-turnover experience affect directors? Journal of Financial and Quantitative Analysis, 56(4), 1163–1191. Web.
Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, burnout and social loafing: a mediation model. Future Business Journal, 6(1). Web.
Li, S., Huang, R., Huo, W., & Li, Q. (2021). Does the leadership of the board of directors affect corporate performance? Based on the empirical research of China’s SMEs. Emerging Markets Finance and Trade, 1–18. Web.
Saad Alessa, G. (2021). The dimensions of transformational leadership and its organizational effects in public universities in Saudi Arabia: A systematic review. Frontiers in Psychology, 12. Web.
Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2018). Concepts in strategic management and business policy: Globalization, innovation and sustainability. (15th ed.). Pearson.