Transactional Leadership and Transformational Leadership Transactional leadership style is a leadership style that uses group performance, organization, and supervision to get results. It is also called managerial leadership. This leadership style is focused on getting specific tasks done and the leader may use punishments and rewards as motivational tools. A good structure is highly valued in such a scenario as is highly apparent in situations such as the military and big companies where the leadership style is widely used (Cherry, 2018).
Transactional leadership is not an optimal leadership style where innovation and creativity are highly required. Nonetheless, in environments where the completion of tasks requires specific linear processes, a transactional leader is likely to excel. The leadership style is therefore very useful for large big organizations with well-defined processes. The military, policing, and sports franchises also have leaders with transactional leadership qualities (Cherry, 2018).
A great example of a transactional leader is Bill…...

" Additionally, this style of leadership in the organization makes it impossible for employees to take actions to improve job satisfaction. (Wanjiru, 2009, paraphrased)
Furthermore, transactional leadership '...has been ineffective in providing skilled employees to their organization. This style of leadership is least interested in changing the work environment. Experts do not recommend this approach. Transactional leadership focuses more on management of punishments and rewards.

IV. Examples of Work Environment in Which Transactional Leadership Style is Effective

The work of Paul Gerhardt (2004) entitled: "Transformational and Transactional Leadership in Retail: Customer Service, Training and Evaluation" states that the transactional leader operates "...within existing systems, they believe in delivering penalties for noncompliance of requests. Another example of transactional leadership may be an elected official who promises to make a requested change or changes to certain policies if elected. Transactions are clearly being made as aspects of leadership styles." (Gerhardt, 2004)

Gerhardt (2004) additionally states that…...

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Bibliography

Allen David (nd) Comparison of Leadership styles of United States and Japan. Broadway Business. 22 July 2009. Online available at:  http://ivythesis.typepad.com/term_paper_topics/2009/07/comparison-of-leadership-styles-of-united-states-and-japan-6.html 

Gerhardt, Paul (2009) Transformational and Transactional Leadership in Retail: Customer Service, Training and Evaluation. July 2004. Online available at:  http://www.paulgerhardt.com/homework/TranformationalTransactonalLeadershipInRetail.pdf 

Lussier, Robert N. And Achua, Christopher F. (2009) Leadership: Theory, Application & Skill Development. Cengage Learning 2009.

Thomas, Greg (2003) What is 'Transactional Leadership'? Leadership Tip of the Month. January 2003. weLEAD, Inc. Online available at:  http://www.leadingtoday.org/Onmag/jan03/transaction12003.html

Firstly, in Piagetian manner, the subject is confronted with a moral dilemma, that is, a short story in which two or more moral principles oppose each other. He or she is asked to make a choice. Secondly, the interviewer uses intensive probing, that is, why-questions, and questions which stimulate the respondent to consider varying situational contexts. Thirdly, stage scoring of interview is based on well conceived and meaningful measurement units.Through the confrontation with moral dilemmas, the subject is stimulated to consider moral norms rather than merely technical knowledge of solving a problem (most people suggest a technical solution first, which seems an appropriate strategy in most every-day decision making).(Kolhberg)
Summery/Conclusion

There are six levels of leaders, according to the combined works of Jean Piaget, Lawrence Kohberg, and obert Kegan. esearch shows the majority of leaders are level four leaders or level five leaders. Level four leader 'Achiever' is categorized as exceeding…...

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References

Cherry, Kendra.(2012)About.com guide. Kohlbergs Therory of Moral

Development.Retrieved from website:

 http://psychology.about.com/od/developmentalpsychology/a/kohlberg.htm 

Gerard Duveen

Leaders Can Effectively Manage Change in an Organization
It has often been said that a manager is what one does and a leader is who one is. The differences between management and leadership transcend difference sin perception of how an organization and emanate from how a management professional chooses to gain support and cooperation in the attainment of objectives. Managers often are given the task of maintaining the status quo and minimizing variation in performance over time. Leaders are by definition the visionaries of an organization that set a compelling long-term goal or objective and then orchestrate an enterprise to their achievement. Implicit in this definition of a leader is also the ability to discern strategies issues, opportunities and risks, and also clearly communicate an organizations' strategy to the departmental or work unit level. Most of all, a leader can infuse any organization with a strong sense of purpose, energy…...

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References

Antonakis, J., & House, R.J. (2002). The full-range leadership theory: The way forward. In B.J. Avolio & F.J. Yammarino (Eds.) Transformational and Charismatic Leadership, Volume 2, p. 3 -- 33. Boston: JAI Press.

Bromley, Howard R, M.D., M.B.A. & Kirschner-Bromley, V. 2007, "Are You a Transformational Leader?," Physician Executive, vol. 33, no. 6, pp. 54-7.

Burke, C.S., Sims, D.E., Lazzara, E.H. & Salas, E. 2007, "Trust in leadership: A multi-level review and integration," Leadership Quarterly, vol. 18, no. 6, pp. 606.

Butler, C.J. 2005, The relationship between emotional intelligence and transformational leadership behavior in construction industry leaders, University of Colorado at Boulder.

alt Disney including: a history leader- page applying leadership traits-: inspiration, goal setting, praise recognition, training/coaching, problem solving, planning,
alt Disney: Leadership style

alt Disney was a creative man who built an empire around his vision. Love or hate his product, he created a distinct, family-focused 'Disney style' of entertainment. Before alt Disney, cartoons were regarded as largely derivative forms of entertainment, as a warm-up to the feature film. Disney placed cartoons front and center of the American entertainment experience during a time when movies were one of the central ways in which Americans came together to enjoy a commonly-enjoyed fantasy. He later parlayed this success into television, and even into theme parks which brought the cartoon experience to life. Disney was able to create his cutting-edge vision through near obsessive control of his product and tunnel-vision focus upon his goals. He was a transformative leader, inspiring his subordinates with his…...

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Works Cited

Cherry, Kendra. "Transactional leadership." About.com. 2012. [30 Nov 2012]

 http://psychology.about.com/od/leadership/f/transactional-leadership.htm 

Krasniewicz, Louise. Walt Disney: A Biography. Greenwood, 2010

Straker, David. "Transformational leadership." Changing Minds. 2012.

CEO as Leader of Ford Motor Company
The leadership of any large, diverse multinational corporation needs to concentrate on a unifying vision coupled with transformational leadership skills to keep the company moving forward over the long-term (Wang, Oh, Courtright, Colbert, 2011). At the Ford Motor Company, the challenge is to not only manage these core aspects of effective leadership, the CEO must also initiate and continually improve innovation over time as the auto industry is going through significant transformation (Luca, McNamara, 2010). The intent of this analysis is to evaluate how effective leaders are in the auto industry in synchronizing these many tasks, in conjunction with serving as a catalyst of effective innovation and transformational growth over time.

Analysis of the CEO ole at Ford

Alan Mulally is currently CEO of Ford Motor Company, and his background is heavily based on aerospace, defense and commercial airline industries. In these industries, cost and time-based…...

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Reference

M. Birasnav, S. Rangnekar, & A. Dalpati. (2011). Transformational leadership and human capital benefits: the role of knowledge management. Leadership & Organization Development Journal, 32(2), 106-126

Blair, Gerard M. (1993). Becoming a great manager. Management Development Review, 6(4), 3.

Ann Gilley, Pamela Dixon, Jerry W. Gilley. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovation in organizations. Human Resource Development Quarterly, 19(2), 153.

House, R.J., & Shamir, B. (1993). Toward the Integration of Transformational, Charismatic, and Visionary Theories. In M.M. Chemers and R. Ayman (Eds.), Leadership Theory and Research: Perspectives and Directions, p. 81 -- 107. San Diego: Academic Press.

Transformational and Transactional Leadership
The global market place that is today's business environment is highly competitive, and organizational survival is increasingly perceived as being dependent upon the efficiency and effectiveness of its leadership. Changes such as the online markets and workforce, alteration of ethical and legal issues, demographic and social trends (global 'graying' of the populace), technological advances and increased globalization mean that leaders of businesses must re-evaluate and alter their styles as necessary to bring about and maintain success. Competitive advantage is the predominant goal of most business strategies - how to sustain it once achieved, and how to achieve it in the first place. Thus, understanding the effect(s) of leadership, its role in an organization, and how leadership style impacts an organization is fundamentally important. As stated by Ekuma (2014) the manner in which a company is directed affects its internal and external ethics as well as the morale,…...

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References

Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 270-283.

Derr, C. (2012). Ethics & Leadership. Journal of Leadership, 9(6).

Du, S., Swaen, V., Lindgreen, A., & Sen, S. (2013). The Roles of Leadership Styles in Corporate Social Responsibility. Journal of Business Ethics, 155-169.

Ekuma, K. (2014). Transformational Leadership: Implications for Organizational Competitive Advantage. Macrothink Institute, 4(1), 276-281.

Transformational Women's Leadership
The website for Changing Minds.org describes transformational leadership in the standard way, as charismatic leaders with vision and imagination who inspire followers to achieve radical change in an organization or society. Transformational leaders are passionate and exciting and they care about their followers. They make people believe that their ideals can be achieved through their own commitment, enthusiasm and drive. In the process, their followers are also transformed and empowered to do things that they would never have believed possible. This website also points out some of the dangers of transformational leadership in that when such leaders are wrong they can lead "the charge right over the cliff and into a bottomless chasm." They may also "wear out" their followers with constant demands for high energy and commitment, especially if those at the lower levels really do not desire change (Transformational Leadership 2002-11)

Legacee.com has a very extensive guide…...

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References

Goodman, D., ed. (2003). Marie Antoinette: Writings on the Body of a Queen. Routledge.

Lever, E. (2000). The Last Queen of France. Farrar, Strauss and Giroux.

Plain, N. (2002). Louis XVI, Marie Antoinette, and the French Revolution. Marshall Cavendish.

Price, M. (2004). The Road from Versailles: Louis XVI, Marie Antoinette, and the Fall of the French Monarchy. NY: St. Martin's.

leader admire. Your selected leader a real-Life individual a fictional character television,
The style of leadership that best describes me is known as the dominance style. I focus really intently on goals that I seek to accomplish, and I largely work at them until they are accomplished in as little time as possible. As such, I actually prefer to be the one who is in charge of making decisions and actuating others to accomplish objectives. Once I have an objective, my principle concern is the proverbial bottom-line or achieving that objective with efficiency. I have realized that power is one of the ways in which dominance leaders are able to assert themselves over others to help fulfill the needs of an organization.

Much of my style of leadership involves the assertion of such power over subordinates to get them to best perform tasks that can help me and overarching organizations that…...

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References

Antoine, P. (no date). Fielder's contingency theory of leadership. www.stfrancis.edu. Retrieved from  http://www.stfrancis.edu/content/ba/ghkickul/stuwebs/btopics/works/fied.htm 

Ivey, G.W., & Kline, T.B. (2010). "Transformational and active transactional leadership in the Canadian military." Leadership & Organization Development Journal. 31 (3): 246-262. Retrieved from ProQuest.

Northouse, P. (2010). Leadership: Theory and Practice. Thousand Oaks, CA: Sage Publications.

leader I am selecting is Howard Schultz from Starbucks. Schultz founded the company based on his vision based on the coffeeshops of Europe, which filled a social function as well as serving coffee. He sought to design a shop for Americans that would serve the same dual function. His original name was Il Giornale, but when he had the opportunity to buy Starbucks from its original owners, he did that and merged the two operations.
Schultz graduated with a Bachelor of Science in Communication from Northern Michigan University, and indeed Communication has long been one of his strengths. Schultz has consistently been able to communicate his vision of the company to all employees, not just his senior management team. This vision is his strength, and that can be seen in a couple of ways at Starbucks. The first is that the company has a consistent look and feel to its…...

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References:

2011 Starbucks Annual Report. Retrieved June 19, 2012 from  http://investor.starbucks.com/phoenix.zhtml?c=99518&p=irol-reportsannual 

Business Week. (2012). Executive profile: Howard Schultz. Business Week. Retrieved June 19, 2012 from  http://investing.businessweek.com/research/stocks/people/person.asp?personId=194300&ticker=SBUX:U.S .

Meyers, W. (2005). Conscience in a cup of coffee. U.S. News and World Report. Retrieved June 19, 2012 from http://www.usnews.com/usnews/news/articles/051031/31schultz.htm

Leaders exist throughout the ages and play pivotal roles in how humanity grows and develops. Some leaders change a nation, while others set the stage for the future leaders to take the reign. Abraham Lincoln was the 16th President of the United States of America. He transformed a country engulfed in slavery and brought about a new age of living to Americans. Indira Gandhi was one of the first female Prime Ministers of the world. She exerted dominance and charisma while attempting to progress India. Lincoln took on the transformational leadership style while Gandhi took on the charismatic leadership style. Both achieved the status of being noteworthy for their ability to inspire.
Public Leader Overview

According to modern leadership theory, Lincoln was a transformational leader thanks in part to his followers. They felt a sense of respect, loyalty, and trust towards Lincoln when he became president. Furthermore, Lincoln persevered amidst many obstacles…...

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References

Humphrey, R. H. (2013). Effective leadership: Theory, cases, and applications. SAGE Publications.

Lincoln, A., & Bush, H. K. (2011). Lincoln in his own time: A biographical chronicle of his life, drawn from recollections, interviews, and memoirs by family, friends, and associates. Iowa City: University of Iowa Press.

Schupack, S. (2012). Indira Gandhi. Tarrytown: Marshall Cavendish.

Steinberg, B. (2014). Women in Power: The Personalities and Leadership Styles of Indira Gandhi, Golda Meir, and Margaret Thatcher. Montreaal: McGill-Queen's University Press.

leader succeed. Explain type leadership characters interviewing a candidate a CEO position.
Characteristics of Leaders

There are several characteristics that successful leaders are considered to have. Most theories on leadership state that such traits refer to integrity, self-esteem, confidence, empathy, organizational skills, good judgment, initiative, courage, endurance, they are proactive, they have visionary skills, communication skills, and others. There are numerous combinations of skills that characterize the great leaders of the world.

However, there are individuals that posses such skills, but that do not become leaders. Certain theories consider that leadership is an innate skill that cannot be developed. In the case of individuals that have such skills but do not become leaders, this situation can be attributed to the fact that they lack the desire to lead. They are not interested in becoming an example for others, or in managing groups or teams.

Other leadership traits are represented by the ability to…...

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Reference list:

1. Brooks, C. (2012). What Are the Characteristics of a Leader? Business News. Retrieved April 17, 2013 from  http://www.businessnewsdaily.com/2727-leadership-styles-skills.html .

2. Murray, A. (2012). Leadership Styles. The Wall Street Journal. Retrieved April 17, 2013 from  http://guides.wsj.com/management/developing-a-leadership-style/how-to-develop-a-leadership-style/ .

Organizational Behavior
Discuss Leader eward and Leader Punishing Behavior

One of the most fundamental roles of managers (leaders) is increasing the productivity of their employees. In so doing, leaders exhibit two forms of behaviors; transformational and transactional behaviors. Transformational behaviors put emphasis on the development of subordinates' abilities, the enhancement of good social relations, and the alignment of employees' personal goals with the organization's vision. Transactional behaviors, on the other hand, are more of an exchange mechanism. The supervisor, in this case, administers punishments and rewards to his or her employees in exchange for their productivity and effort (Organ, Podsakoff, & Mackenzie, 2006). Leader reward and leader punishment behaviors, which form the subject matter of this text, constitute the forms of transactional leadership behaviors.

There are two types of punishment and reward behaviors; contingent, and non-contingent behaviors. This gives rise to the four types of transactional behaviors; "contingent reward/punishment and non-contingent reward/punishment" (McCall…...

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References

McCall, M.W. & Mobley, W. (Eds.). (2001). Advances in Global Leadership. Bingley: Emerald Group Publishing.

Nelson, D.A. & Quick, J.C. (2007). Understanding Organizational Behavior (3rd ed.). Mason, OH: Cengage Learning EMEA.

Organ, D.W., Podsakoff, P.M., & MacKenzie, S.B. (2006). Organizational Citizenship Behavior: Its Nature, Antecedents and Consequences. Thousand Oaks, California: Sage Publications.

Theory vs. Creativity in Design
Leaders have a task of moving the organization forward in a fashion that is supported by all stakeholders. After allocating resources to bolster organizational success, leaders must primarily assess and accept the risks related innovation. Innovation includes accepting new management theories to replace the outdated philosophies widely incorporated into an organization's procedures and policies over time (American Evaluation Association, 2004). This study aims to identify, discuss, and recommend strategies to create tension between existing management theories and management's ability to create new business paradigms. The study will also identify and discuss stakeholder attitudes towards innovation, ethics, and inclusion as primary drivers of a successful organization. While focusing on innovation and ethics, the study will suggest ways in which organizational leadership can prepare a company for the future and current environmental changes.

How leaders integrate innovative principles while adhering to industry and market mandates

Integrity and honesty: Organizations must…...

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References

American Evaluation Association. (2004). American evaluators association guiding principles for evaluators. American Evaluation Association. Retrieved from  http://www.eval.org/p/cm/ld/fid=51 

Bogan, C.E., & English, M.J. (2010). Benchmarking for best practices: Winning through innovative adaptation. New York [u.a.: McGraw-Hill.

Burton, R.M. (2008). Designing organizations: 21st century approaches. New York: Springer.

DiMaggio, P. (2011). The twenty-first-century firm: Changing economic organization in international perspective. Princeton, NJ [u.a.: Princeton Univ. Press.

.....leader is someone that has confidence, enthusiasm, and vision. Many leaders exist in the world. However, most leaders can only lead well at home. Global leaders transcend cultural diversity and differences and provide effective leadership behaviors within any context. This is because they are aware of the key differences cultures have and can group them in such a way that allows for easier understanding and successful strategy implementation. Because cultural style can dictate the ethical perception of a leader in terms of authority, power, and influence, this paper will focus on diversity and ethical decision-making and its influences on leadership models. Additionally, the paper will explore certain commonly accepted leadership traits and how servant leadership may be used as an effective tool for influencing organizational culture.
Followers see an inspirational leader as more beneficial than a transactional leader across any cultural setting. However certain behaviors leaders may perform within one context…...

There are several different types of army leadership styles that can produce the desired results among the armed forces.  Leadership in the army differs a little from leadership in other scenarios because some type of followership is built into the armed forces. The main leadership styles that you are likely to encounter in the army are transactional, transformational, servant, and autocratic. 

Transactional leadership is the type of leadership one most often encounters in the military.  It is based in structure and relies strongly on both rewards and penalties.  Rather than collaborating with subordinates, the transactional leader....

1. The role of emotional intelligence in effective leadership
2. Transformational vs. transactional leadership styles
3. The impact of diverse and inclusive leadership on team performance
4. The importance of integrity and ethical decision-making in leadership
5. How mentorship and coaching can enhance leadership skills
6. The role of communication in effective leadership
7. The challenges and opportunities of leading in a globalized world
8. The qualities of a successful team leader
9. The significance of adaptability and flexibility in leadership
10. The impact of authentic leadership on organizational culture and employee engagement.
11. The relationship between servant leadership and organizational success
12. The role of leadership in driving innovation and....

Measuring Leadership Effectiveness

Quantitative Metrics:

Performance Reviews: Objective assessments of team performance, productivity, and goal achievement, often based on Key Performance Indicators (KPIs).
Employee Satisfaction Surveys: Feedback from employees on leadership style, communication, and support, providing insights into employee morale and engagement.
Financial Data: Measurable financial outcomes, such as revenue growth, profitability, and cost reductions, can indicate the impact of leadership on organizational success.

Qualitative Metrics:

360-Degree Feedback: Comprehensive assessments from superiors, peers, and subordinates, providing a holistic view of leadership strengths and areas for improvement.
Observational Studies: Direct observation of leaders in action, focusing on communication, decision-making, and interactions with others.
....

Yes, there are several recent studies and articles that discuss the relationship between transformational and transactional leadership styles and job satisfaction. For example, a study published in the Journal of Management found that employees who experienced transformational leadership had higher levels of job satisfaction compared to those under transactional leadership. Similarly, a Forbes article highlighted the benefits of implementing a transformational leadership style in organizations, citing increased employee engagement and job satisfaction as key outcomes.

This topic could make a good essay subject because it explores the impact of different leadership styles on employee attitudes and behaviors. By examining the existing....