Transformational Leadership Theory Essay

876 words - 4 pages

Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four ...view middle of the document...

The ability for a leader to inspire and empower his employees is central to the success of transformational leadership theory. In a cross-sectional analysis of 215 healthcare executives, inspirational motivation by leaders was highly correlated with organizational excellence and leadership success (Guay, 2013, p. 69). By instilling confidence and incentive in employees, successful leaders can raise the level of aspiration and performance resulting in transforming effect on both the organization and the lives of their employees.
Intellectual stimulation challenges followers to reexamine old viewpoints in order to encourage new ways of thought. In order for new ideas to surface, leaders envision change and embrace it. Leaders must allow new ideas to flow and challenge their followers to innovate and create opportunities for organizational success. Analysis of a 493 healthcare employee survey, leadership characteristics such as “embracing change” and “challenging the process” correlated with followership characteristics of “accepting change” and “working on a job with others” (Baker, Mathis, & Stites-Doe, 2011, p. 357). Empowering employees to create an innovative culture that encourages participation and teamwork can promote involvement from other stakeholders.
Individualized consideration occurs between leaders and followers as means of support, mentoring, and recognition. Followers and leaders can be viewed as associates who move with fluidity between roles based upon the task, interest, and expertise. A 573-questionnaire assessment of the Canadian hospital continuous quality initiative, respondents recognized leadership support and coaching as the primary drivers of successful implementation (LeBrasseur, Whissell, & Ojha, 2011, p. 153). Similarly, challenging clinicians to practice evidence-based medicine through administrative authority has proven fruitless. A University of South Carolina physician assessment indicated that greater mentorship and support amongst clinicians and physician executives yielded a higher systematic adoption of evidence-based practices...

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