Leadership Best Practices: A Case Study

The three articles used for this comparison matrix looked at transformational leadership and how it affects those in relation to each study. The three articles were all written with a different purpose in mind, with all three correlating to the same hypothesis, “How does transformational leadership affect employees/individuals in different settings?” With similarities found in topic, it was also evident that there were several contrasting variables within each article. The three empirical articles that were utilized for this comparison were as follows: Transformational Leadership in

In addition, Burns et al., (as cited by Lavoie-Tremblay, et al., 2015) defined a transformational leader as “a leader who can extend and elevate the interests of staff, who can facilitate the commitment of staff to the mission and values of the organization, and who can lead staff to rise above their personal interests” (p. 582). Further, Broome (2013) identified transformational leaders as “proactive and hold core beliefs about the potential for development of both individuals they work with and their organization” (p. 327). Samad et al.(2015), connecting transformational leadership to servant leadership and authentic leadership reported, “transformational leadership is also congruent with regards to fostering higher levels of motivation among the followers’ and leaders’ ability to visualize the unforeseen” (pp.

Transformational Leadership Theory was introduced in 1978 by political sociologist James Mac Gregor Burns and expanded by industrial psychologist Dr. Bernard Bass. In this theory, Burns differentiated two styles of leadership: transformational leadership and transactional leadership. In transformational leadership, it is a process where both the leaders and the followers elevate motivation and morality. The transformational leaders pay attention to the needs and motives of followers and help them achieve their fullest potential. They influence their followers’ behaviors by appealing to the ideas and values and enhance the followers’ commitment to their vision. transformational leaders exhibit behaviors which include idealized influence wherein the leader serves as the role model for followers; inspirational motivation – leader inspires and motivates followers representing the leader’s charisma; individualized consideration- leader displays concerns for the needs and feelings of others which brings out the bringing out the follower’s best efforts and; and intellectual stimulation – the leader challenges followers to be creative and innovative. In transactional leadership, leader focuses on reward and punishment to achieve compliance from followers.

Transformational leadership has been successful in the health care industry due to the visionary approach and adaptability when faced with obstacles. Transformational leaders succeed

Leading a health care organization comes with immense responsibility and is not an easy task. Transformational leadership has proven to be an effective leadership style in the nursing profession, demonstrating a clear mission, a commitment to excellence, and the ability to motivate and lead others to higher levels of achievement (Schwartz, Spencer, Wilson, & Wood, 2001). Characteristics and qualities of an effective leader include

The transformational leader induces employees to perform beyond expectations by empowering and motivating them, and sometimes by leading by example.

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

Regardless of many excellent cares, there are still some current incidents happen within the healthcare sectors where they fail to demonstrate effective leadership. I have chosen transformational leadership as my leadership style because it is based on embracing change and promoting innovation. SWOT analysis (Appendix) was performed to identify my leadership potential, reflective account was generated to demonstrate my strength and weakness and an action plan was outlined using SMART goal (Appendix2) to improve my weakness. Several leadership theories and style are relevant to nursing practice but there is no definite evidence on which theory is most effective. Although many nurses prefer transformation leadership style I would recommend being flexible in the leadership styles is most effective in nursing. Because nurses are facing many different situations every day and there no particular leadership style that applies to the entire

Transformational leadership, also known as charismatic leadership, is based upon transforming the followers into independent and confident workers. These leaders not only want the best for their followers, but they also portray themselves in a positive selfless way. Transformational leadership is one of the most popular approaches to leadership (Northouse, 2013). Throughout this informative research paper, I am going to explain what transformational leadership is, the different theories behind it, the goals, factors, strengths, and weaknesses.

Transformational leadership. Burns (1978) is recognized as one of the earliest theorist on transformational leadership, who introduced transformational leadership over 30 years ago. Transformational leaders are perceived as leaders who uplift their employee morale, subsequently uplifting the entire organizational. Transformational leaders are known by their capacity to inspire followers to forgo self-interests in achieving superior results for the organization (Clawson, 2006). Avolio and Yammarino (2002) shared Bass’s explanation of transformational leadership as leaders who act as agents of change that stimulate, and transform followers’ attitudes, beliefs, and motivate from lower to higher level of arousal.

Transformational leadership is a leadership style that promotes change as well as improves performance in the organization as a whole as well as on the individual employee level (Phaneuf, Boudrias, Rousseau, & Brunelle, 2016). James MacGregor Burns first introduced transformational leadership in his book titled Leadership that he authored in 1978. Burns defined transformational leadership as leadership that stems from one’s core unchanging values and beliefs. Burns believed that transformational leaders not only bring together their followers, but also positively influence their follower’s values and beliefs in a way that brings about positive change (Humphreys & Einstein, 2003).

As John C. Maxwell (2007) wrote, “The bottom line in leadership isn’t how far we advance ourselves, but how far we advance others.” (p. 51). This quote exemplifies what it means to be a transformational leader. This paper will discuss the positive impact a transformational leader can have on the field of nursing, how it will be applied to my future nursing career and how it has changed my attitude about leadership.

Nurse leaders play a vital role in constructing standards and leading organizational change. According to Ward (2002) transformational leaders possess a distinctive ability to familiarize and realign their perspective to the dynamics of an ever-changing environment (p. 125). According to Roussel, Thomas, and Harris (2016), “good leaders, like good managers, provide visionary inspiration, motivation and direction”, which is in alignment with the attributes of a transformational leader (p. 27). Hence, it is essential that organizations employ and develop transformational leaders to fulfill the demands and challenges in today’s healthcare delivery system.

During the past three decades, transformational leadership has helped to transform the workforce. The need for this type of inspirational style was recognized and explored in an original work called Leadership by James Macgregor Burns (1978). Burns believed that transformational leadership was a collaborative process that served to raise the morals and motivations of everyone involved (Leadership, 1978, 19). This type of leader works to inspire others with a goal or plan for the future. According the Marquis and Huston (2015) one of the key aspects of this style is the ability to empower others

Transformational leadership is regarded as one of the most effective leadership styles in times of change and uncertainty. It is used to not only create a long term vision within an organization, but also inspire its employees (Tyssen et al, 2014). For example, if an organization’s main goal is to increase sales, instead of thinking of the process as a “strictly-business” type process, transformational leaders look to motivate and encourage his or her followers to think of new ways to increase these sales. Transformational leaders thrive in an environment where there is encouragement and motivation. These leaders tend to create an environment that is conducive to creativity and the sharing of ideas. They inspire through innovation (Bryant, 2003).