Describe An Example Of The Transactional Leadership Style.

Describe An Example Of The Transactional Leadership Style You Have Use

Describe an example of the transactional leadership style you have used or seen a manager use. How did the approach work? Did the manager have to change approaches? Your response should be at least 200 words in length. Using the (Ghasabeh, et al., 2015) article, what are some of the characteristics of a leader who implements the transformational theory into the workplace? Your response should be at least 200 words in length.

Paper For Above instruction

Transactional leadership is a management style that emphasizes clear structures, task completion, and reward or punishment based on performance. An example of transactional leadership I have observed was in a manufacturing plant where a supervisor closely monitored employees’ daily tasks. The supervisor set specific targets for production quantities and adherence to safety protocols. Employees were rewarded with bonuses or incentives if they met or exceeded their targets. Conversely, failure to meet the standards resulted in corrective measures or warnings. This approach worked effectively in maintaining high productivity and ensuring compliance with safety standards. The clear expectations and immediate consequences motivated employees to perform efficiently. However, over time, the supervisor recognized that this approach could limit creativity and intrinsic motivation. As a result, they experimented with more transformational strategies, such as encouraging innovation and developing team cohesion, to foster a more engaged workforce. The shift highlighted the limitations of strict transactional methods when long-term innovation and employee development are required, demonstrating the necessity for flexibility in leadership approaches.

According to Ghasabeh, et al. (2015), leaders who implement transformational theory in the workplace exhibit several distinct characteristics. These leaders are visionary, inspiring employees to transcend their self-interest for the good of the organization. They are highly charismatic, able to motivate through a compelling vision and enthusiasm, which fosters trust and admiration among followers. Transformational leaders also prioritize individualized consideration, providing mentorship and support tailored to each employee’s needs, thereby promoting personal growth and development. They are intellectually stimulating, encouraging innovation and critical thinking, which drives organizational change and adaptation. Additionally, these leaders possess a strong moral compass, emphasizing ethical behavior and social responsibility. Their focus on empowering employees, fostering a shared vision, and inspiring commitment collectively contribute to a positive organizational culture and sustainable success. Implementing transformational leadership requires a conscious effort to develop these qualities and nurture a culture of continuous improvement and authentic engagement (Ghasabeh, et al., 2015).

References

• Ghasabeh, M. S., Ragheba, M., & Souguir, M. (2015). Transformational Leadership and Organizational Performance: The Mediating Role of Organizational Culture. International Journal of Business and Management, 10(2), 104-117.
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• Burns, J. M. (1978). Leadership. Harper & Row.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
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• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
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• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge. Jossey-Bass.
• Antonakis, J., & House, R. J. (2014). Instrumental Leadership: Measurement and Extension of Transformational–Transactional Leadership Theory. The Leadership Quarterly, 25(4), 746-771.
• Avolio, B. J., & Yammarino, F. J. (2002). Leadership and Performance Beyond Expectations. Harvard Business Review Press.