Transactional and transformational leadership and case study
Transactional leadership is a style of management that focuses on ensuring resources are efficiently allocated and tasks are completed. This type of leader uses rewards or punishments to motivate employees to meet short-term goals and objectives. They also typically make decisions based upon existing systems and processes in place, rather than seeking to change them.
On the other hand, transformational leadership is an approach focused on inspiring employees through shared vision and values while emphasizing the development of their skills over time. This type of leader seeks to encourage creativity and collaboration among team members in order to achieve long-term organizational growth. They often make use of emotional appeal when motivating their staff as well as promoting trust by providing feedback regularly.
I believe that transformational leadership is more effective because it encourages initiative which can help increase productivity levels for both individual workers as well as departments within organizations over time due investment into them from top down versus just expecting results without taking any interest investing back into those putting out effort towards reach desired outcomes etc… Additionally this model allows firms promote something larger themselves beyond profits being made via sales but rather standing certain belief structures helping instill sense purpose when going about assigned duties thus having positive impacts upon morale fostering mutual respect between managers underlings alike leading workplace becoming much healthier environment exist within compared transactional variants where far less emphasis placed developing people’s abilities merely meeting bottom line expectations instead leaving everyone feeling cold detached with no sense job satisfaction derived whatsoever.