Transformational form of leadership style is one where the leader influences the followers in a manner that motivates them to achieve beyond what is expected of them and this is usually by creation of a connection (Northouse 2009). In this form of leadership, the leader assesses the motives of follower’s, after this the leader then satisfies the needs of the followers, and treats the followers as total human beings (Northouse 2009). This motivates the employees leading to achievement of both the leader’s and follower’s goals and objectives; in this form of leadership style both the leader and the followers are transformed.
On the other hand, transactional form of leadership style is one which is based on exchange where leaders will give their followers what they want and in exchange, the followers give the leaders what they want (Winkler 2010). It involves giving of rewards when the followers achieve what is expected of them and conversely failure to meet expectations attracts punishments from the leader. Rewards are usually in form of recognition, money and promotions and they are meant to motivate the employees to achieve organizational goals (Winkler 2010). Unlike transformational leadership where leaders motivate their employees by showing concern in their needs, transactional leadership is not concerned with the needs of the employees. Also read about Aung San Suu Kyi leadership style
Both of these methods have their advantages and disadvantages. Advantages of transactional leadership include presence of clear cut goals, well established roles for the followers thus they know what to do, and creation of obedient followers (Winkler 2010). Its disadvantages include limitation of factors such as communication, growth, and creativity (Winkler 2010).
Transformational leadership on the other hand is advantageous in that it encourages creativity as the employees feel valued and thus they are motivated to achieve beyond expectations. Its other advantage is that there is improved communication due to the created bond. Another thing is that it encourages growth of both the followers and leaders (Winkler 2010). The disadvantages with this method are that the ability of the followers to achieve depends solely on the ability of the leader to motivate the followers and that there is likelihood of reduced productivity especially if the closeness is not checked (Winkler 2010).
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