Transformational Leadership, The Key To Motivation

Transformational leadership, the key to motivation

Currently transformational leadership has produced much relevance, which has as its main axis, to motivation.

Velásquez said that transformational leadership is a style that determines a process of positive change in followers, and focuses on the transformation of others into mutual help, harmoniously, and fully focused on organizational development;that increase the motivation, morals and performance of their followers.

In other words, transformational leadership leads to people to pursue and have those who motivate them, with an inventive and significant vision that will allow them to achieve their proposed objectives, with deference and vitality.

This creates an inspiring mental framework between directors and workers;This is the reason why the simulation of supervisors in this type of associations is important, since it influences the behavior of the personnel, in addition, the administrations.

These types of leaders can make a mutual vision, that is, give thoughts and are ready to appropriate them, with the aim that their different individuals achieve a shared objective and duties.

In this report we will announce a brief general idea about the history of transformational leadership, its most relevant characteristics and aspects.

History of transformational leadership

The study of leadership has been controversial and reason for research from various points of view both (economic, administrative, psychological, sociological, etc.

). From the beginning, some speculations that try to explain the figure of the leader and the association between the pioneer disciple have been built.

On the one hand, the theory of the features, which indicates that there are a series of constantly associated features in the leaders successfully (impulse, desire to direct, honesty and integrity, etc.). Subsequently, the theory of behavior, together with the studies of the University of Ohio and the University of Michigan, raised different types of behaviors (authoritarian-explopener, authoritarian-beevolRelationship with followers.

Finally, the contingent or situational theory, bases its thinking that there is no unique leadership style, which is based on the environment in which the pioneer worked.

Each of these systems, which have regularly acquired a strong exam to have a more pluralistic perspective than the unilateral vision set in the figure of the leader, was added to the expansion of the term of authority by opening the best approach to the new hypotheses that areThey are in a diadic connection between leader and follower.

Currently, one of the proposals with the best research and object measure of this audit is that of transformational leadership. Its main author was Bass, who developed a large part of the different leadership theories, making a difference between transactional leadership and transformational leadersFrom the thought of the transformative initiative and based on values of Bass and 1985. Avolio.

This proposal contemplates the expert in a social way (leader-seconds) based on the bidirectional problems conceivable in this methodology. In this way, towards the beginning of the investigation, he concentrated on investigating the figure of the leader from an individual perspective.

Regardless, today, the leadership field focuses not only on the pioneer, but also on the followers. Therefore, administration is never essentially distinguished as only an individual brand or complexity, but is represented in some models.

In other words, the leader’s role is vitally important in the motivational process of its supporters since its main objective is to transform their attitudes and values, in order to ensure that they have a better effect on their performance. This refers to the procedure in which an individual is related to another, which generates both inspired and elevation. Therefore, the leader reacts to the needs and inspirations of his adherents and tries to allow the development of his maximum capacity.

We refer to the transformative leader as that complete individual, ready to awaken the imagination and curiosity of his followers, expanding his development and inspiration to overcome his own limitations. In addition, being leader suggests a dream shared by this and his companions, together they seek greatness, quality and excellence in all the proposed aspects.

Transformational leadership dimensions

According to Bass, transformational leadership presents the following dimensions:

Dimension 1: Carisma or idealized influence.

Bass cited by Thieme mentions the charism as a fundamental factor in the development of leadership and points out that, more importance has been given to the concept of charism in religious and political movements. In addition, he points out that not all leaders who exercise various influences will be able to transform changes into the organization. This will depend on different approaches and how its charisma is combined with the rest of the transformational styles.

This means that the charisma plays a fundamental role in interpersonal relationships, since with this a leader can motivate and raise the admiration of his followers also to infect other people enthusiasm managing to give very good results.

Dimension 2: Intellectual stimulation.

Bass and Avolio said that intellectual stimulation can be seen when transformative leaders educate and encourage their followers to be more imaginative and innovative, facing assumptions and solving problems, requesting new thoughts and arrangements, without causing discomfort or confusion for being different fromThe leader’s opinion.

Similarly, the academic incitation of the transformative leader is in the discreet jump of the conceptualization and understanding of nature devotees, especially in the problems they face and their answers, which increases their freedom and self-sufficiency. Therefore, what contrasts with the insignificant property of physical aptitude in the company is the learning and ability of a leader.

In other words, the leader must present skills or attributes better than different individuals, to address the problems facing the group. In this sense, it is where there is a notable difference between the transformational leaders of the traditional ones, since they have to be more proactive and receptive in their reflections. Therefore, they must be increasingly inventive and creative in their thoughts;and less restricted in the search for solutions.

Dimension 3: Individualized consideration

For Bass and Avolio you see how the pioneer treats each subordinate in a differential way, as indicated by all needs and capabilities. The transformational pioneer will act as tutor or mentor of the adherents, focusing on each of their needs to achieve their achievements and advances to feel estimated.

In this sense, this tries to individualize the needs and desires of devotees. Hence the progress of communication between pioneers and supporters. There is also a personalized collaboration with devotees. There is a convincing tune, the assignment of errands, to decide if the followers require new aid or direction and are evaluated without feeling controlled.

Dimension 4: Inspiration motivation.

Bass and Avolio mentioned that a transformative pioneer acts in a way that persuades and awakens everyone around him, giving a new point of view to work;They can energize solidarity;Disseminate energy and idealism, making the vision of a promising future for followers.

Therefore, the pioneer must be attractive with the objective that he can achieve the path to action and movement, becoming inspiration for others. Also, its task is not simple since it requires very important decision -making and irrigation to achieve its objective, responsibility, perseverance and persuasion.

Transformational Leadership Characteristics

In the time of history, various studies have been conducted, in which he points out that transformational leaders have no idea about the destiny of their various change strategies;whereby your only strategy or goal is change, evolution, opening to new possibilities.

But to carry out the various change strategies, you need to develop various skills and talents which we are present below:

Management and reliable links

As the leader’s objective is to make different substantial changes in vision, strategies and organizations’ culture, so it is essential that the leader has direct contact with the various people who are parts of the work environment. Gen the pioneer does not see only employees, if he does not see a group of people who need to make personal changes, as well as in the company.

Permanent motivation

The pioneer establishes contact with the different employees of the organization, but the leader also generates strategies which help improve motivation levels among employees. This is achieved by various stimuli, which is carried out with incentives or rewards which increases job performance and therefore will be recognized for its achievements obtained.

Intellectual stimulation

The transformational leader not only focuses on motivation, but also deals with creating a more enjoyable work climate where everyone can comment and thus establish communication and understanding between the members of the company, which generates various rains of ideas andmakes members feel part of the change.

Long -term growth

The transformational leader can never work in the medium or short term, because his task is to carry out projects that help change which last over time, because if the strategies do not work, it would be called specific or partial solutions. In general, the changes made by the leader influence all the elements that make up the structure of the company or organization and when time passes they adapt to corporate philosophy and culture.

Transformational leadership scheme

The transformational model is indispensable since it is used in small organizations or medium -sized companies, there are various tools to develop a transformational process in a company. The changes are given in two directions, both in the manager and in the low or intermediate positions which must be captured in three basic aspects of the organization:

Everyday manage

It refers to various usual processes that are observed in companies, where changes are accessible to modify, which becomes a transformation point.

HUMAN MANAGEMENT

It is referred to all the members that make up or are part of a company, where you can show strengths, labor links, skills, talents hierarchies, etc. It is important that every transformational change takes these factors into account to be able to carry out your action plan.

CHANGE MANAGEMENT

In this category you can talk about various parameters which helps us to make several transformational models in various companies, thus helping to adapt in many situations.

ANALYSIS OF THE SITUATION

As we have already mentioned, that various studies prove that these strategies originate as solutions to exceptional situations, such as, (directives, problems) or simply are part of different strategies to perfect the processes.

The leader must be very well informed and have a detailed and precise base on the state in which the company or organization is located, and more on the issues of interest, to be able to carry out the correct strategies that help to reach the planned objective.

It is also necessary for the leader to have his well -defined objectives, to correctly make the changes he wants to make in the company, which his intervention always has to have an arrival point.

Causes

Made various analysis, the transformational pioneer must have the ability to evaluate or detect the factors that the organization has and the situations in which it is, whether it is.

After these analyzes, the function that the leader has to do, is to publicize the aspects that are affecting the company and have to address them from an objective and without prejudice point of view.

Therefore, when it comes to a problem that occurs within the group, the use of diplomacy must be made, for this, social skills such as active listening, empathy and good judgment should be put into practice.

Stimulation and participation

The leader’s work is to guide and guide the different work groups whatever the situation, so people can experience the changes that will occur in the organization.

Likewise, in the work environment, participations and exchange of ideas will be carried out, which will generate debates, but at the same time it will help in their performance and trust among colleagues.

Main advantages of transformational leadership

It is true that the transformational leader has greater interest in people and that in a majority of times during the process the pioneer focuses his gaze individually, this does not mean that he isolates the members, but that this helps the leaderIt reinforces the link that has with the organization, therefore, the companies are the ones that benefit, when the leadership model of these characteristics is applied, then we will see how these advantages are reflected:

• They are reflected through the development of social skills, in which we can observe changes in operational aspects and in the work environment, where innovative ideas, new skills and appearance of new talents and skills can arise.
• Increased workers’ self – esteem, this is generated by motivation and the various stimuli that are done to workers, so that they feel important and do a better job.
• Corporate learning is given by the knowledge that the leader has. It does not eliminate errors but it gives tools to solve them and be able to take advantage of it, for the leader the failure is a great opportunity for various processes to improve.
• Increase in the level of commitment, is generated by the level of trust and motivation that the employees of the organization have, this triggers that they strive more to perform their work which leads to them feel committed to the organization, so that theemployees will do everything possible to carry out any new project.

CONCLUSION

In conclusion, transformational leaders have different meanings, but they all reach a single definition, in which they have to inspire confidence, help in achieving the objectives of the different organizations or small companies, having positive results mostly.

The various investigations, demonstrate different roles that the leader performs, are considered important since somehow inspires or influences others. Even when he is named leader, for the implies a positive connotation, but this is not always favorable since in many occasions he deals too much time in functions, and they have to give solutions to various problems, in many situations without obtaining sufficient authority.

The characteristics of the transformational leader can be related to personality traits, the former refer to the confidence in itself, then inspires confidence to the group and begins to have dominance in them, in the second the leader considers empathyand the relationship with others as well as the sensitivity to the group.

Transformational leadership has become one of the requirements of these new times, since most managers prefer them for their wisdom of directing through motivation to other people which favors the company. On the other hand, a transformational leader must be aware of the role he performs and the consequences that his actions can cause on his followers, since they can intentionally encourage good or bad values.

Finally, Bass, points out that the concept of leader is not based on the people who make decisions, if not on the way in which the group considers it as a leader, either because of its philosophy to face life, for its form ofbe or how to interact. Therefore, the social responsibility of companies is not only to generate employment, but they must also be aimed at promoting a work that helps the development of imagination and is significant and enriching for workers, where the figure of the leader receives importance.