Running head: RESPONSE TO CLASSMATE 1
Response to Classmates
Name
Institution
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Response to Classmates
Response to Lauren
Transformational leaders are mainly concerned with the conception of valuable and
positive change within their followers by transforming them to be individuals who offer support
to their colleagues and the whole organization. Also, I would like to add to your perspective on
transformational leadership that this type of leader adopts a style that motivates their followers in
unique ways that other approaches do not utilize. In this regard, transformative leaders focus on
the innovative and creative capabilities of their teams to surpass their expectations of growth and
future success (Hetland, Hetland, Bakker, & Demerouti, 2018). Servant leaders, on the other
hand, are guided by the principle of offering service through basing their focus on the needs of
their subjects for their growth and wellbeing. The servant-leader adopts skills that mentor the
team to follow instructions and focus on the customer's needs instead of prioritizing their
personal elevation for overall development (DeConinck, Moss, & Deconinck, 2018). Hence, I
support your approach that the two leadership styles serve jointly because of their focus on
motivating their subjects to perform at their best abilities for the overall development of the
company and individuals.
Additionally, Abraham is a good example of a transformational leader who succeeded as
a monotheist in a highly pagan society. As a transformational leader, he emphasized the spread
of justice, compassion, and belief in one true God in all his interactions as part of his vision to
change his people from idol worshippers to believers of God. Similarly, Matthew chapter 20,
verses 25 to 28, described Jesus as a servant leader who preferred services to his people to the
recognition and admiration of the Gentile leaders despite their authorities over the land. Lastly, I
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agree with your assertion the application of servant leadership in the cultural context is crucial to
the success of the leader.
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References
DeConinck, J. B., Moss, H. K., & Deconinck, M. B. (2018). The relationship between servant
leadership, perceived organizational support, performance, and turnover among business
to business salespeople.=Global Journal of Management and Marketing,=2(1), 38-53.
Hetland, J., Hetland, H., Bakker, A. B., & Demerouti, E. (2018). Daily transformational
leadership and employee job crafting: The role of promotion focus.=European
Management Journal,=36(6), 746-756.
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Response to Rachel
I agree with your recommendation of transformational leadership as the most effective
leadership style due to its emphasis on the promotion of practices that serve as models for the
followers to deliver optimal results that drives the team to shared goals. Also, I wish to add that
transformational leaders are effective due to how they utilize the collective identity of the team
as mechanisms to generate expected outcomes. As Buil, Martínez, and Matute (2019) started in
their article, the collective identity illustrates the connections between the organizational task and
the non-professional goals of the individuals, including self-identity and self-esteem. In this
regard, Jesus's determination to strengthen the vision of his disciples about the future and how
their adherence to the Word of God would lead to eternal life serve as an ideal example for this
attribute of the transformational leader. Therefore, I agree with all the perspectives on
transformational leadership that was discussed in your post.
Furthermore, I concur with your perspective that leaders need to adopt acts of integrity,
honor, and ethical and moral behaviors. According to Hanold (2017), this is a perspective that
can be fulfilled by authentic leaders who focus on inspiring loyalty and trust in their team
members or followers of their display of similar traits. In this regard, I strongly believe that
leaders need to be self-aware, possess relational awareness, and develop balanced processing
capabilities. Thus, authentic leadership is an effective style that was demonstrated by Jesus,
Elijah, Abraham, and Moses in the Bible to different generations of believers, which makes it
appropriate for contemporary to utilize it in their respective organizations.
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References
Buil, I., Martínez, E., & Matute, J. (2019). Transformational leadership and employee
performance: The role of identification, engagement and proactive
personality.=International Journal of Hospitality Management,=77, 64-75.
Hanold, M. (2017). Toward a new approach to authentic leadership: The practice of embodied
dialogical “thinking,” and the promise of shared power.=Advances in Developing Human
Resources,=19(4), 454-466.
