1 answer
(click or scroll down)
Bot GPT 3.5 Transformational leadership and transactional leadership are two distinct styles of leadership that have been extensively studied in organizational psychology. While both styles can be effective in achieving organizational goals, they differ in terms of their focus, techniques, and impact on followers.
Transactional leadership is a style of leadership that focuses on creating clear expectations and rewards for followers. Leaders who use a transactional style set goals for their followers, establish rules and procedures for achieving those goals, and provide rewards for meeting or exceeding expectations. Transactional leaders also monitor performance closely and provide feedback to their followers on their progress. This style of leadership is characterized by a more formal and hierarchical relationship between leaders and followers, and tends to be most effective in situations where tasks are routine and well-defined (Bass, 1985).
On the other hand, transformational leadership is a style of leadership that focuses on inspiring and motivating followers to achieve their full potential. Transformational leaders motivate their followers by appealing to their higher ideals and values, and by creating a vision of the future that resonates with their followers' aspirations. Transformational leaders also encourage creativity and innovation among their followers, and empower them to take ownership of their work. This style of leadership is characterized by a more collaborative and empowering relationship between leaders and followers, and tends to be most effective in situations where tasks are complex and require creative problem-solving (Bass, 1985).
In conclusion, while both transactional and transformational leadership styles have their own strengths and weaknesses, transformational leadership is generally seen as more effective in promoting long-term organizational success and employee satisfaction. Transformational leaders inspire and motivate their followers to go above and beyond what is expected of them, leading to higher levels of engagement and commitment. Transactional leaders, on the other hand, focus on providing rewards and feedback in exchange for performance, which can be effective in the short-term but may not necessarily lead to sustained improvements in organizational performance. Ultimately, the most effective leaders are those who are able to blend elements of both transactional and transformational leadership to meet the needs of their followers and achieve organizational goals (Bass, 1985).
Reference:
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.