Team Management Transactional Vs Transformational Leadersh…

Team Management Transactional Vs Transformational Leadership. ·Using the Internet,read at least 2 articles each on Summarize the articles in 300 words or more. Provide appropriate reference. · Combine each summarize in one paper but do not change the wording of the original summary. Include the team member’s name, name of the article and references. · As a term, write a comprehensive summary of the articles. Present a discussion of what your team learned from this exercise. Purchase the answer to view it

Transactional and transformational leadership are two distinct styles of leadership that have been extensively researched in the field of organizational behavior. Transactional leadership focuses on the exchange relationship between leaders and followers, emphasizing the use of rewards and punishments to motivate performance (Bass & Riggio, 2006). On the other hand, transformational leadership is characterized by leaders who inspire, motivate, and intellectually stimulate their followers, leading to higher levels of commitment and performance (Bass & Riggio, 2006).

One article, titled “Transactional and Transformational Leadership: An Investigation into their Relationship with Satisfaction, Organizational Commitment, and Empowerment,” examined how transactional and transformational leadership styles affect employee attitudes and behaviors (Saraswathi, B., Rajasekar, R., & Supraja, V., 2013). The study found that transformational leadership positively predicted employee satisfaction, organizational commitment, and empowerment, while transactional leadership did not have a significant impact. The authors concluded that transformational leadership is a more effective style of leadership than transactional leadership in promoting positive employee outcomes.

Another article, titled “A Meta-Analysis of Transformational and Transactional Leadership Correlations with Satisfaction, Performance, and Organizational Commitment,” aimed to explore the relationship between transformational and transactional leadership and various outcomes, such as job satisfaction, performance, and organizational commitment (Judge & Piccolo, 2004). The meta-analysis of 45 studies revealed a strong and positive relationship between transformational leadership and these outcomes, while transactional leadership had a weaker relationship. The authors concluded that transformational leadership is a more effective leadership style in promoting positive employee outcomes than transactional leadership.

In conclusion, both articles provide evidence that transformational leadership is a more effective leadership style than transactional leadership in promoting employee satisfaction, organizational commitment, and empowerment. Transformational leaders inspire and motivate their followers, resulting in higher levels of commitment and performance. Transactional leaders, on the other hand, focus on rewards and punishments to motivate employees, which may not lead to long-term positive outcomes. These findings have important implications for organizations seeking to enhance employee satisfaction and performance, suggesting that transformational leadership should be encouraged and developed among leaders.

Adopting a transformational leadership style can benefit organizations in multiple ways. First, it helps to create a positive organizational culture characterized by high levels of employee satisfaction and commitment. This, in turn, leads to increased organizational effectiveness and performance. Second, transformational leadership can enhance employee empowerment, as it encourages employees to take ownership of their work and strive for personal growth. This can result in higher levels of engagement and job satisfaction. Finally, transformational leaders inspire and motivate their followers to achieve their full potential, leading to innovative and creative solutions to organizational challenges.

In this exercise, our team learned the importance of leadership styles in influencing employee attitudes and behaviors. The research presented in the articles highlighted the difference between transactional and transformational leadership and their impact on employee outcomes. We also learned that transformational leadership is generally more effective in promoting positive employee outcomes, such as satisfaction, commitment, and empowerment. This knowledge can help us in our future endeavors as leaders and in shaping our organizational culture to better motivate and engage our team members.