Zeek the Geek

4% match (Internet from 15-Dec-2014) http://scholarship.claremont.edu 2% match (student papers from 30-Apr-2015) Submitted to AUT University on 2015-04-30 1% match (student papers from 30-Jul-2010) Submitted to Grand Canyon University on 2010-07-30 1% match (student papers from 28-Nov-2017) Submitted to Austrlian Institute of Management SA on 2017-11-28 1% match (student papers from 18-Aug-2014) Submitted to Argosy University on 2014-08-18 1% match (Internet from 09-Feb-2017) http://www.biu.ac.il 1% match (Internet from 03-Nov-2017) http://scholarship.claremont.edu 1% match (student papers from 06-Apr-2018) Submitted to Oxford Brookes University on 2018-04-06 1% match (student papers from 28-Feb-2017) Submitted to Heriot-Watt University on 2017-02-28 Running head: LEADERSHIP THEORIES Introduction The globalization is faced with rapid changes, organizations are realizing that they need to adapt to rising the demands of their customers as well as the changing environment. Organizations can only maintain their relevance and achieve long-term performance together with the sustainable environment through the adoption of a leadership style that meets the needs of their fluctuating work conditions. However, many company and business have ignorantly failed to adapt to their operation cultures. The theory of the transformational leadership provides the best platform for the emerging needs of organizations and embrace the significance of both the transactional and transformational form of leadership. There is a range of evidence that supports the use of transformational leadership as well as its benefits over the unilateral or autocratic type of leaderships. Transformational leadership has the capacity of motivating others, inspiring colleagues, creates respect for employees and the management, trust as well as being loyal to the juniors (Shadraconis, 2013). Organizations require leaders who are in a position to cope up with the emerging changes, maintain the culture of the business and offer a competitive advantage. Transformational leaders can inspire and enhance their followers, rally behind them for a common task, leading to an improved output, job motivation and performance in an organization.

Theory of transformational leadership has historical roots with the politicians and leadership experts like James McGregor Burns. Transformational leadership ignores the traditional models of inducement transfers and realizes the desired results by inspiring other members of the group to pursue the personal interests towards a higher collective purpose. The transformational leadership entails four behavioral aspects: inspirational motivations, individual considerations, idealized motives as well as intellectual stimulation. Idealized influence refers to the extent of social identification that leaders build among their team members leading to the desire to closely relate to him/ her. Whenever the leaders share the risks, cultivate trust and respect and get involved in the self-sacrifice activities, there will be increased idealized influenced among the followers. The inspiration element is the level to which the leaders are capable of motivating and inspiring their colleagues, it can be raised by setting realistic objectives. Intellectual stimulation is the motivation among the subordinates that is obtained by discovering new methods of production. The leaders will also be considered to be transformation if they are able to identify the individual preferences for their subordinates. ! Fig. Burn’s concept of transformational leadership Transformational leadership Transformational leaders direct a company going a crisis situation through the sense- making process by offering structure in the manner of a compelling vision. The process offers an oversight of organizing and changing circumstances into a manageable framework, thus providing a platform for relevant actions. Transformational leaders have the responsibility of empowering members, therefore encouraging the self-interest, enhancing collective and inclusive decision making (Shadraconis, 2013). Challenging situations in an organization can raise alarm for the need for leadership, and leaders play a pivotal function in sense-making during a situation of crisis. Through the act of sense-making, the leadership can reduce the impact of group disintegration and lack of the process that can lead collapsing of a firm. The large organizations have the ability to translate a section of their population into significant profits. The process of developing