Transformational Leadership Paper
Jaireese, thank you for your insightful post as you highlighted that the “putting people first” methodology is a result of Gary Bouch’s transformational leadership style. Transformational leaders such as Bouch, are the vehicles in organizations that secures a competitive advantage by motivating, empowering and inspiring the employees to attain organizational objectives (“Strategic Direction”, 2015). The components associated with this style of leadership start with, the innate ability and gift of idealized influence to be a role model, as they lead by example, to stir emotions within the followers of confidence and loyalty, based on the leader’s charisma and confidence. They are inspirational motivators, as they communicate the organization’s
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These, components of influence and inspiration are beneficial, as the leader communicates strategic initiatives encouraging the follower’s adherence to moral and ethical mandates surrounding the organizations corporate social responsibility activities (Torres, 2015). While, research underscores that transformational leaders encourage corporate citizen behavior and social responsibility that aligns with organizational values enhancing self-worth, self-esteem, job satisfaction and meaningfulness within the employee, based on congruent values, giving the organization a competitive advantage (Tse, & Chiu, 2014). Effective leaders facilitate opportunities for employees to engage in programs that are socially responsible that are closely associated with the organization’s purpose and aligned with community service (O'Connell, & Gibbons, 2016). The third component of the transformational leaders is intellectual stimulation, as they encourage creativity and innovativeness from the followers. The last component, is individualized consideration, which speaks to the leader’s ability to engage, mentor, listen and coach the followers. These components, largely contributes to the effectiveness of the leader as they give the employees, meaning to execute their respective jobs with excellence
These, components of influence and inspiration are beneficial, as the leader communicates strategic initiatives encouraging the follower’s adherence to moral and ethical mandates surrounding the organizations corporate social responsibility activities (Torres, 2015). While, research underscores that transformational leaders encourage corporate citizen behavior and social responsibility that aligns with organizational values enhancing self-worth, self-esteem, job satisfaction and meaningfulness within the employee, based on congruent values, giving the organization a competitive advantage (Tse, & Chiu, 2014). Effective leaders facilitate opportunities for employees to engage in programs that are socially responsible that are closely associated with the organization’s purpose and aligned with community service (O'Connell, & Gibbons, 2016). The third component of the transformational leaders is intellectual stimulation, as they encourage creativity and innovativeness from the followers. The last component, is individualized consideration, which speaks to the leader’s ability to engage, mentor, listen and coach the followers. These components, largely contributes to the effectiveness of the leader as they give the employees, meaning to execute their respective jobs with excellence