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To Complete Your Replies1 Read The Below Postings Of Your Peers And

Read the peer postings and referenced articles. Write at least 200 words each to three or more classmates' threads, addressing questions posed within each. The focus is on understanding and analyzing transformational leadership, non-verbal communication, and persuasion within organizational behavior. Use credible sources, incorporate in-text citations, and develop well-structured, academic responses.

Sample Paper For Above instruction

Transformational leadership is a pivotal concept in organizational behavior, emphasizing leaders' ability to inspire and motivate followers through a compelling vision. As defined by McShane and Von Glinow (2013), transformational leaders create and communicate a vision that encourages employees to strive beyond their self-interest for the good of the organization. This leadership style fosters empowerment, commitment, and innovation among team members, ultimately driving organizational success.

An illustrative example of transformational leadership can be seen in religious and historical figures like Moses and Jesus. Moses unified the twelve tribes into the collective "people of God," guiding them through challenges and fostering a sense of shared purpose. Similarly, Jesus trained and empowered his disciples to carry forward his teachings, exemplifying servant leadership that aims to elevate followers. In both cases, these leaders prioritized transformation over control, inspiring profound change in their followers. Such examples affirm that transformational leadership involves empowering followers, building trust, and communicating a compelling vision—attributes that are essential for any leader seeking sustained impact.

Research by Grant (2012) complements this view, suggesting that adding beneficiary contact— or meaningful interactions with those served— amplifies the effectiveness of transformational leadership. By involving followers in prosocial impacts, leaders foster a sense of purpose and personal growth, reinforcing motivation and organizational commitment. The core of transformational leadership lies in developing genuine relationships, understanding individual needs, and aligning organizational goals with personal values (Berendt et al., 2012).

Effective transformational leaders must also demonstrate respect and empathy, aligning with biblical teachings such as "Do unto others as you would have them do to you" (Matthew 7:12). This respect fosters trust, encourages collaboration, and nurtures a positive environment conducive to change and growth. Leaders like Moses and Jesus exemplified these qualities through their service-oriented approach and their ability to inspire followers to achieve more than they thought possible.

However, leadership is setting an example and guiding others, not doing everything oneself. Jesus’ method of training his disciples to continue his mission underscores the importance of empowerment in transformational leadership. Had he retained sole authority, his influence might have been limited, diminishing the long-term impact of his teachings. The key trait of transformational leaders, therefore, is their ability to inspire others to reach collective potential through mentorship, trust, and shared vision (Gordon & Williams, 2014).

In essence, transformational leadership enhances organizational performance by fostering an environment of trust, innovation, and shared purpose. Leaders who emulate the qualities of Moses and Jesus—respect, empowerment, and vision—are better equipped to lead meaningful change that endures beyond their tenure, making transformational leadership vital for sustainable success in any organization.

References

• Berendt, C., Christofi, A., Kasibhatla, K., Malindretos, J., & Maruffi, B. (2012). Transformational leadership: Lessons in management for today. International Business Research, 5(10). https://doi.org/10.5539/ibr.v5n10p227
• Gordon, B., & Williams, M. (2014). Leadership theories and practices: An overview. Journal of Leadership & Organizational Studies, 21(4), 384-399.
• Grant, A. (2012). Leading with meaning: Beneficiary contact, prosocial impact, and the performance effects of transformational leadership. Academy of Management Journal, 55(2), 454–474.
• McShane, S., & Von Glinow, M. (2013). Organizational behavior (6th ed.). McGraw-Hill/Irwin.
• Ghelani, P. (2020). Impact of transformational leadership on organizational success. International Journal of Business and Management, 18(3), 12-25.
• Hughes, R. L., Ginnett, R. C., & Curphy, G. J. (2015). Leadership: Enhancing the lessons of experience (8th ed.). McGraw-Hill Education.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor leadership questionnaire manual. Mind Garden.