Introduction
Transformative leadership style prompts change in people and organization systems. At its best, it transforms followers into leaders by bringing about beneficial change. Transformational leadership improves performance and morale and motivates followers in various ways. These include connecting supporters’ feelings of independence with the organization’s goals, mission, and corporate identity.
The influence a leader has on his followers is a good indicator of the level of his change. Adherents are ready to work with more determination than initially anticipated because they have trust, reputation, loyalty, and respect for the leader. Organizational goals transpire as these leaders provide disciples with more satisfaction through their work, giving workers an identity, mission, and inspiring vision.
Examples of Situations and Effectiveness of a Transformational Figurehead
Transformative leadership is used in high turnover situations as it consolidates the assets of the organization and causes disruption of the organization’s workflow. The high turnover can be due to employees not being satisfied with the management and its senior officers, being paid poor salaries, and being unsatisfied with their jobs. To overcome this obstacle, it can be beneficial for a transformational leader to communicate with employees and seek their opinions.
Leaders must focus on employee issues and consider where to change or reach the next level (Crede et al., 2019). Improved employee retention and increased productivity can be achieved by addressing team member concerns and taking proactive steps. Leaders will create new policies that employees will find helpful, making meeting their needs more likely.
Customer dissatisfaction happens when a business fails to meet customer expectations regarding product quality, business practices, prices, or other aspects. This disaffection is expressed through feedback sources such as surveys and reviews. Retraining employees to provide better customer service and engaging with customers through surveys, social media, and market research can be an organizational solution to low-performance customer satisfaction. Any aspect of business, sales, marketing, and customer service can be affected.
Today’s consumers are open and can use tools like review sites and social media to reach large groups of people. Customers often trust each other more than the businesses where they buy their items. Angry customers can easily destroy marketing and sales efforts by voicing their displeasure. Its effectiveness requires leaders to examine product quality issues and make recommendations for improvement. Develop innovative strategies to increase productivity and prevent customer loss.
A situation where employee morale is low, and the organization fails to meet their needs. Leaders show support and empathy, keep lines of communication open, and challenge followers. Personalize the thought leader how much each participant is asked to do, serve as a role model or advisor to the follower, and consider the worker’s concerns (Northouse, 2021). Each supporter’s respect and individual contribution to the team are also included. Followers desire to change themselves, which is an internal motivation for their work. This personal attention is the key to bringing out the best in every follower and developing their leadership potential.
When specialized machinery is unavailable, creative thinking and innovation are required to complete specialized manufacturing processes. A leader can push his followers to be innovative and creative by giving them intellectual stimulation. It is an ordinary misapprehension that transformational figureheads are feeble. Still, they continually challenge their workers to perform at a higher level by challenging ideas, taking risks, and seeking their ideas.
This leadership style inspires creativity in subordinates. People who can think for themselves are nurtured there. For such figureheads, learning is valuable, and unexpected circumstances are discerned as learning moments. Followers think critically about things, ask questions, and suggest better ways of doing things.
Where motivation is lacking, persuasive motivation is needed, as well as the extent to which the vision presented by the leader engages and motivates followers. Motivational prompts challenge followers to achieve higher levels, give purpose to current work, and convey hope about future goals. For workers to be inspired to take measures, they must have a well-built sense of resolution (Eliyana & Ma’arif, 2019). It works because meaning and purpose allow the team to move forward. Communication skills build clear vision, and powerful, accurate, and effective engagement supports the innovative features of leadership. Workers are motivated, optimistic, believe in their abilities, and are willing to go the extra mile to complete their tasks.
A situation in which a person is not proud of his work. Improved influence inspires pride and earns respect and trust by serving as a model for ethical behavior. The best influential leader acts in a way that makes them look good in front of their followers. These leaders are respected, loved, and trusted, so followers will want to be like leaders because they identify with them. Leaders gain this quality by prioritizing the needs of others over their own. Leaders are consistent, not arbitrary, as they will do things the right way, adhere to high standards of ethics and morals, and avoid abuse of power for personal gain (Afsar & Umrani, 2019). Nurse managers rated themselves higher than nurse managers in using effective influence and identifying the elements of transformational leadership that influence positive outcomes and job satisfaction.
Example of Leaders
Steve Jobs
Jobs’ employees claimed he constantly pushed them to think beyond what they got and was hungry for extra, encouraged them to pursue products people don’t even realize they need. Helped his organizations transform structures, increase employee satisfaction, and use products to change the world through leadership. Apple’s reputation for innovation stems from Jobs’ use of transformational leadership and employee empowerment to encourage creativity in all employees.
Jobs’ Level of Success
Jobs and Steve Wozniak form a partnership to create Apple Computer. Apple Computer followed with the launch of the successful Apple II computer, followed by the Macintosh. Jobs founded the PC company NeXT and founded Pixar. Apple bought NeXT, and Jobs was rehired as an employee. Apple Computer was in weighty financial trouble at that time, with a low market share.
Steve Jobs contributed to the revival and re-establishment of Apple Computer as a market leader in the following decade. Apple, Inc. changed its name and eventually passed Mobil as the most valuable company. Under Jobs, Apple introduced the iMac, opened Apple Stores, and the iPod, among other things. Jobs was most recently involved in the launch of the iPad and the iPhone and is credited with revolutionizing seven industries through these innovations at NeXT and Apple: phones, tablets, digital publishing, animated films, music, computing, and private and retail stores.
In a message to Apple’s director, Jobs said he had always said that if he could no longer perform his duties as Apple’s CEO, he would tell the board in time. He assisted in the launch of the iPad and worked on and off when he formally handed over the CEO responsibilities to Cook. At the time of his death, C/NET, an organization that provides technology news and commentary to its members, remembers Jobs as an iconoclast in everything from how we watch movies and listen to music to how we teach our children revolutionary changes.
Jeff Bezos
Jeff Bezos’s leadership style constantly challenges employees to consider new options and products. Thanks to its revolutionary and innovative style, Amazon has developed e-commerce and delivery at unprecedented levels. Thanks to his intentions, Bezos continually seeks innovative techniques to handle his company and satisfy his customers.
As a proactive planner, he sets long-term objectives to creatively improve the company’s customer experience. By partitioning his employees into small groups, making them concentrate on different chores and issues, and boosting communication around the organization, Bezos was competent to generate a customer-oriented environment at Amazon (Shafi et al., 2020). Employees are also motivated, contributing to a good competitive environment.
Bezos’ Level of Success
Dapper Software, a financial software company, hired Bezos as a software engineer. He founded Amazon.com with his childhood friend. Amazon is now the world’s largest retailer and among the world’s top most important businesses. In the Forbes list of the richest people in the world, Bezos ranks first.
Additionally, Jeff owns a national newspaper, The Washington Post. He has also donated millions of dollars to cancer research, education, and other causes. Bezos believes that technology has the potential to fundamentally improve many aspects of human life, such as education, healthcare, and environmental sustainability.
Conclusion
The effectiveness of an organization is largely determined by the leader’s vision, communication skills, and the ability to adjust leadership styles to match the vision and lead the entire team in the right direction. All this is incorporated into change leadership, which involves the leader having a clear idea of where he wants the organization to go, convincing employees to understand the importance of change, and then involving them in the process together. To facilitate the smooth flow of the process and inspire creativity and motivation, transformational leadership combines the right people with the right motivation. In the long run, this ensures a viable organization that can bring about the necessary changes regularly.
References
Afsar, B., & Umrani, W. A. (2019). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management. Web.
Crede, M., Jong, J., & Harms, P. (2019). The generalizability of transformational leadership across cultures: A meta-analysis. Journal of Managerial Psychology. Web.
Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150. Web.
Northouse, P. G. (2021). Leadership: Theory and practice. Sage publications.
Shafi, M., Lei, Z., Song, X., & Sarker, M. N. I. (2020). The effects of transformational leadership on employee creativity: Moderating role of intrinsic motivation. Asia Pacific Management Review, 25(3), 166-176. Web.