Transactional And Transformational Leadership

Transactional And Transformational Leadership Max Weber was the pioneer in developing theory of transactional and transformational leadership, but the theory was further explored by James MacGregor Burns (1978) to Bernard Bass (1985). According to Kuhnert and Lewis (1987), this theory is to explain how personality differences in leaders lead to either transactional or transformational leadership styles (Kuhnert Lewis, 1987). According to Burns (1978) as cited by Kuhnert and Lewis (1987), transactional leadership occurs when one takes the initiatives in making contacts with others for exchanging something valued. Whereas transformational leadership occurs when one focuses the needs, the beliefs, and the values of followers. According to Yukl (1981) as cited by Kuhnert and Lewis (1987), transactional leadership involves exchange of information between superior and subordinates and influences each other reciprocally so that each derives something valued. In other words, it is a win-win situation for both superior and subordinates in getting something they valued. Kellerrmen (1984) as cited by Kuhnert and Lewis (1987) claimed that both the transactional leaders and followers engage in mutual dependence in which the contributions of both sides are acknowledged and rewarded. However, leaders are still influential in making decision and the range is in the best interest of the followers. To be an effective transactional leader, they must regularly fulfill the needs and expectation of their followers. Thus an effective transactional leader is able to respond to the reactions and meet the expectation of their followers (Kellermen, 1984) in (Kuhnert Lewis, 1987). Although transactional leadership is described as exchanging valued outcomes, some literature review suggested that not all exchanges are equal. Graen et al. (1982) in Kuhnert and Lewis (1987) studied the impact on both high-quality and low-quality exchange relationship had on turnover rate of employees in an organization. The result of the study is that employees who engage in exchanging emotional support and resources (high-quality) were less likely to leave an organization compared to employees who engage in exchanging contractually agreed upon elements such as eight hours schedule per day (low-quality). Graen et al. (1982) suggested low-quality exchanges are based on goods or rights. In contrast, high-quality exchanges are based on interpersonal bond between leaders and followers. However in these exchanges, transactional leaders have to clarify the roles and task requirements followers must complete in order to reach to their personal goals and in the same time fulfill the missi on of the organization (Kuhnert Lewis, 1987). Kuhnert and Lewis (1987) also indicated that transformational leadership originates the personal values and beliefs of leaders, not involving any exchange of commodities between leaders and followers. Both Bass (1985) and Burns (1978) as cited by Kuhnert and Lewis (1987) stated that transformational leaders demonstrate their deeply held personal value systems that include such values as justice and integrity. Burns (1978) refers these values were not exchangeable or negotiated between individuals. By expressing their values and specific standards, transformational leaders are able to unite followers and change followers goals and beliefs thus achieve organizational goals. This form of leadership results in higher achievement of performance among individuals (Bass, 1985) in (Kuhnert Lewis, 1987). Kuhnert and Lewis (1987) stated that transformational leaders gain their influence by displaying important personal characteristics. These personal characteristics in a leader were described by Bass (1985); some of them are intellectual stimulation, individualized consideration, and level of charisma. According to Dionne et al. (2003) in Ismail et al. (2011), intellectual stimulation is viewed as a leader who cares about intelligence, rationality, logic and careful problem solving in an organization. Leaders stimulate followers to re-examine ways of doing things, use of rational thinking before taking actions. In addition, individualized consideration is viewed as leaders concern about their followers needs. Leaders encourage followers reach to their full potential through proper coaching and mentoring and link followers need to the organizational strategy and goals (Ismail et al., 2011). Thus, successful transformational leaders are able to articulate goals, build an image, demonstrate confidence and inspire followers. These behaviors can convince and motivate followers without exchanging for goods or rights, which characterizes transactional leaders (Kuhnert Lewis, 1987). 5.2 Interactions between Transactional and Transformational Leadership According to Hamilton (2010), Bass (1985) proposed that: there are situations in which the transformational approach may not be appropriate, [and that] organizations need to draw more on the resources of charismatic leaders, who often can induce followers to aspire to and maintain much higher levels of productivity than they would have reached if they had been operating only through the transactional process (Bass, 1985, p. 40) in (Hamilton, 2010). Bass (1999) also indicated that there are plenty of works needed to be done in order to have confidence in full range of transactional and transformational leadership (Bass, 1985, p. 10) in (Hamilton, 2010). To show how transformational leadership and transactional leadership interact with one another, a research has been conducted by Corrigan and Garman (1999) as cited by Hamilton (2010). This study was about how the two (transactional and transformational leadership) interact within the realm of team leadership. Researchers explored how transformational and transactional leadership skills are needed to develop team cohesion. In this study, team leaders needed to have transformational skills: inspiration and charisma, intellectual stimulation, and individualized consideration (Corrigan et al., 1999, p. 304) in (Hamilton, 2010) that allowed them to inspire team members and help the team move forward with creative problem solving. This motivational need and focus requires the leaders to not only exhibit transformational skills but transactional skills. In making transactions, the leaders had three goals which are clarifying expectations, motivating improvement, and recognizing achievement s (Corrigan et al., 1999, p. 308) in (Hamilton, 2010). Transactional skills are needed to help maintain effective programs. The interaction between transactional and transformational skills were valuable for leaders in which they utilized skills, which allowed them to meet both present and future needs of team members and organization (Hamilton, 2010). It was concluded that a manager can be both transformational and transactional leader depending on various situations. It results in more effective leadership behaviour of leaders in an organization (Hamilton, 2010). 5.3 Transformational and Transactional Leadership on Organizational Commitment 5.3.1 Employee Attitude and Customer Satisfaction Mowday et al. (1979) as cited by Emery et al. (2007) found that organizational commitment reflects employees identification and involvement. To be more specific, it holds three dimensions: a strong belief in and acceptance of organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a strong desire to maintain membership in an organization (Mowday et al., 1979) in (Emery et al., 2007). According to Emery et al. (2007), there are several findings indicated there are positive relationship between a persons willingness to participate in quality improvement efforts and organizational commitment. Morris (1995) in Emery et al. (2007) found that employee job satisfaction is one of the critical factors in delivering satisfaction to customers. In addition, it also concluded that employee job satisfaction comes from: the job itself, supervisor relationship, management beliefs, future opportunity, works environment, pay/ benefits/ rewards, and co-worker relationships (Morris, 1995) in (Emery et al., 2007). Another study of retail banking industry, Brown and Mitchell (1993) in Emery et al. (2007) found that job dissatisfaction of customer contact personnel was positively correlated with lower customer satisfaction. In addition, there is a similar research has been conducted by Atkins et al. (1996) in Emery et al. (2007), authors examined level of customer satisfaction by nurses services at a major Midwestern hospital, the correlation between nurses job satisfaction and patients recommendation of which units they preferred was .85 (Atkins et al., 1996) in (Emery et al., 2007). 5.3.2 The correlation between Leaderships and Organizational Commitment According to the research done by Emery et al. (2007), the purpose of this study is to examine the connection between transactional and transformational leadership and job satisfaction and employee commitment. The results indicated that transformational leadership was found to have higher correlation with job satisfaction and employee commitment compared to transactional leadership. Bass (1985) as cited by Emery et al. (2007) indicated that transformational leaders are likely to find more acceptances in an organization, where receptivity to change and a propensity for risk taking are available. However, leaders who question the status quo of an organization which bound by tradition, rules and sanctions may be viewed as too unsettling or anxious thus perceived as inappropriate. Thus, open to creative suggestion, innovation and risk taking may be more conducive to transformational leadership compared to challenge the status quo of an organization (Emery et al., 2007). Bass (1985) suggested that transactional leadership are preferred over in service sectors such as banking sector. However, Emery et al. (2007) found that the employees in banking sectors preferred transformational leadership. It could be explained that the system of reinforcement in mechanistic organization is so thoroughly entrenched in the organizational structures, which leaders do not need to provide contingent reinforcement. Emery et al. (2007) found that charisma is preferred beyond contingent-reward behaviour in relation to leader effectiveness. These findings are consistent with other researches done by Hater and Bass (1988) and Waldmen et al. (1987) as cited by Emery et al. (2007) where it had demonstrated the importance of charismatic leadership in level of organizational commitment. However, Emery et al. (2007) failed to support that the charisma is only important at the highest management levels. It is due to lower-level managers somehow comply with the decisions of the higher-level charismatic leaders by receiving contingent rewards. Another finding by Emery et al. (2007) indicated that there are no gender differences in terms of magnitude and preference of particular leadership styles. Female managers are equally display transformational style as males, both males and females managers exhibit similar level of charisma, intellectual stimulation and individual consideration. This study by Emery et al. (2007) supports the use of transformational leadership to increase job satisfaction and organizational commitment of customer contact personnel. These findings become more significant as service corporations attempt to empower their employees and strive to retain customers through relationship strategies. Another evidence is that result indicated that transformational leadership and particularly charismatic is preferred by employees although they received low paid in an organization. According to Emery et al. (2007), employees place a great deal of trust in their leaders judgment; they adopt leaders values and form strong emotional ties to the leader. Leaders personal characteristics are directly support the dimension of service quality (Parasuraman et al., 1988) in (Emery et al., 2007). According to Bass (1994; 1999), Howell and Avolio (1993) and Ismail et al. (2010) as cited by Ismail et al. (2011), since it is an era of global competition, many organizations shift the paradigms of their leadership styles from transactional to transformational leadership as a way to achieve their strategies and goals. Transformational leaders are effective leaders that develop their followers full potential, higher needs and motivate them to unite, link their goals to organizational goals and beliefs (Ismail et al., 2011).

Integration of Social Media, Ethics, and Privacy Policies In the Emplo

Introduction The year is 2013, so there is no surprise that the general public use technology for the majority of our daily lives. We use it for entertainment, business, and day-to-day communication. We also use it to keep in touch with family, friends and old acquaintances. Technology has especially been beneficial for the workplace. Telecommuting and teleconferences are just a couple of alternatives to old fashioned face-to-face business. This, and the rise of various social media sites throughout the past decade has shaped the modern business world. Through these sites, people can share interests, opinions, life events, and random day-to-day activities immediately. With the social media movement growing rapidly every day, the amount of information flowing through cyber space has become harder to contain and protect. To many, privacy is now considered a lost concept. Social media has also become an important tool to use in business and hiring processes. In the minds of human resource departments everywhere, social media sites can be considered a helpful one-stop shop for determining whether or not a candidate is ideal for employment. Sites such as Facebook, for example, can provide employers with insight into a potential employee’s pastimes with a few clicks. A few searches can shed light on violent tendencies, or one’s history with past bosses, supervisors and others in higher positions. Discovering information like these can affect a candidate’s persona and the employer’s initial hiring decisions. White 2 There are many impending questions regarding using social media as a selection tool. First, is it ethical? Does the employee have a right to know if their online profiles are being searched? Are they required to give their ... ..." Labor Law Journal (n.d.): 86-102. Business Source Complete. Web. 25 Oct. 2013. Genova, Gina L. "No Place to Play: Current Employee Privacy Rights In Social Networking Sites." Business Communication Quarterly (2009): 97-101. Business Source Complete. Web. 25 Oct. 2013. McGarvey Hidy, Kathleen, and Mary Sheila E. McDonald. "Risky Business: The Legal Implications of Social Media's Increasing Role In Employment Decisions." Journal of Legal Studies in Business 18 (2013): 69-107. Business Source Complete. Web. 25 Oct. 2013. Mello, Jeffrey A. "Social Media, Employee Privacy and Concerted Activity: Brave New World of Big Brother?" Labor Law Journal (2012): 165-73. Business Source Complete. Web. 25 Oct. 2013. Rao, Pramila. "Are Social Networking Sites Good Recruitment Sources?" Clashing Views in Human Resource Management. New York City: McGraw-Hill, 2011. N. pag. Print.

Media Manipulation

There are certain negative roles of Pakistani media . Medal Is negatively manipulating the Interests of the people. People of Pakistan are yet not critical / educated enough to realize this manipulation / twisting of facts. There is a famous dictum that â€Å"a lie spoken 100 times becomes greater than a truth† Pakistani media is also blamed for overwhelming negative exaggeration. It glossaries issues, resorts to negative exaggeration of matters, newspaper headlines are depicting violence, etc all this demoralizes the nation.At times news are given without authentication / confirmation. Unethical material / photographs / scenes are shown on our media promoting popularization. Medal Is damaging basic fiber of our nation and has created a crisis of miss identification. Our initial investigation into the topic of truth manipulation began by conducting a ‘cultural probe', followed by an extensive literature review from various sources. Further primary methods such as surveys , questionnaires and focus groups may be used to further enhance our learning and knowledge.User testing will be used during the design development stage to determine if the target market is receptive to NY developed outcomes. Our aim is to equip the public with knowledge as to the ways and means the media uses to Influence their opinions. This will open up the option for our target market to form their own opinions on Issues, rather than taking the political or social stallion at TTS alliance. t TN ten meal wellness to Insult II upon I Following on from semesters group discussions, we begin by discussing and looking into issues concerning our views and perceptions of communication.Self-promotion and publishing, via the forming of new media outlets such as You Tube, My space, Face book and web logs has recently provided an alternative to the traditional way of receiving news information. The idea of creating and selecting the kind of information we wish to enrich ourselves with has steadily become more attractive as of late. With such a dynamic flow of information happening around the globe, North Korea somehow stands out in its shelter.. We, as a eastern society, on the other hand are exposed to various kinds of information on a daily basis.Up to 3000 advertising messages per day to be precise. We cannot walk around a block without being attracted to buy a certain product, use form of service, or have a particular view. There is an absolute abundance of options. But are we really free to choose? Who is it to say that our source of information does not choose our information for us? Are we, despite having freedom of choice, not at all This idea formed the basis of our selected topic of research and led to the exploration of truth manipulation in the current media landscape.AIMS & OBJECTIVES Firstly to create awareness amongst the public about techniques employed by media corporation to spin truths and push their political and social agendas and opinions upon s ociety. Then to equip the audience with necessary means in order to defend themselves against truth manipulation in the current media landscape. The objective is not to dictate views or opinions but to encourage a critical perspective when listening to, reading and taking in news and current affairs information.We would like to encourage the audience to think for themselves, form their own opinions and draw logical conclusions from the media they absorb. PURPOSE, NEED & SIGNIFICANCE As a consumer driven society, the public are often immature to the variety of ethos employed by media giants in order to influence opinions to support with their own agendas. Many of these cooperation's have continuously dishonored their responsibility to serve public interest and raise unbiased awareness of news and current issues.As time progresses, and sophistication in technology becomes more and more advanced, consumers are becoming more at risk to truth manipulation as they do not nave ten addle TT Y to Keep up Witt meal movements I Nils provokes ten meal giants with the opportunity to force their opinions and as a result the unsuspecting public come more susceptible to the success of the medias deeds. This is a demoralizing factor in today's society, as society puts a certain amount of trust into the media and hope that what they are delivering is authentic and unaltered information rather than issues that have been fictitious to benefit secondary needs.This is where the public are being misled. What is needed to overcome these troubling issues is a raise in public awareness. Propaganda and truth manipulation must be exposed so the public are able to see that the information they receive is not necessary the whole truth. Once this occurs, e as a society will be better equipped to form our own opinions, and perhaps even regain some power over media giants. Grassroots is where this movement must begin and it is our aim to assist such a cause. RESEARCH METHODS This project cente rs around research and investigation.In order to absorb and analyze as much information as possible on the chosen topic of truth manipulation, we have decided to employ several vastly different research methods. Initial investigation began by conducting a ‘cultural probe'. This method is a first- hand data gathering attempt. The exercise involved using five people to participate in series of news, media and communication related activities. The aim of this method is more about gathering inspiration than information. The outcomes and results of this method are outlined below in the section entitled ‘Cultural Probe Results'.Secondary research took the form of a literature review, as included on the following pages. Each group member selected or was assigned a series of literature and information sources to investigate and report. Sources included documentaries, films, publications, Journals, articles, case studies and electronic resources. Both global and local issues were explored. This form of research aided a better understanding of our topic, and helped us form individual and collective opinions of the issues arising. The outcome is the following argumentative essay.At the point of writing this research proposal, third and fourth methods of investigation are being discussed. Further primary methods such as surveys, questionnaires and focus groups may be used to further enhance our learning and knowledge. User testing will be used during the design development stage to determine if the target market are receptive to any developed outcomes. Major meal corporation's use tenet power Ana meal outlets to portray an oaten hidden political or social agenda. To do so they spin and manipulate truths, molding information to suit their cause.Authenticity of information is lost owing to this trend, and it has become increasingly difficult for the public to separate fact from fabricated fiction and false, misleading information. The media has a role to portray true and relevant information and so serve public interest. This idea is seemingly lost on many media giants who are more focused on profit and swaying opinion than delivering a realistic and reasonable account of rent affairs and issues. This goes against the Journalistic promise to honor societies right to true and honest information.

The Suicide Prevention Awareness Clinic Essay - 1501 Words

Suicide is still a major public health problem in the United States today. The Centers for Disease Control and Prevention (CDC) documents several disturbing statistics on suicide in America. The most significant one being that suicide is the eleventh leading cause of death in the United States across all age groups. (D’Orio, 2004) What most people don’t understand is that people who commit suicide are suffering from some sort of mental illness. Most people often see mental illness as a character flaw. People with mental illness are judged, misunderstood, often looked at as easy targets, and failures. What people do not understand is that any form of mental illness can lead to suicide. When it comes to suicide, people who attempt or take their life are afraid to ask for help because of being judged or misunderstood, and their families are left asking â€Å"why didn’t they ask for help?† That is where my company comes in. The Suicide Prevention Awareness Clinic for Everyone, also known as The SPACE, is a crisis clinic that plans help those that are struggling in many ways, like house calls, phone consults, group sessions, and even office visits. We also want to get their families involved to help them get through this struggle, letting them know that they are not alone in this world. We will provide a number of different services related to intervening in a crisis. Crisis centers offer services such as suicide prevention hotlines, grief and bereavement counseling, survivor supportShow MoreRelatedSuicide Is A Serious Issue1679 Words   |  7 PagesSuicide is one of the largest social problems today affecting many lives in one way or another. It is a serious issue with multiple contributors that have been elusive in many cases as we try to understand why many younger people are choosing to end their lives instead of receive the help they need. Suicide is a serious iss ue that can have lasting results on individuals, families and communities. Although suicide rates decreased from 1990-2000, suicide is on the rise again and now the â€Å"10th leadingRead MoreMental Health Is A Never Ending Concern For The American Population Essay1305 Words   |  6 Pagessuffer from mental health illness and like the Native American, and Alaskan Native it has become an epidemic and concern. The Native American Population in the states are twice at high risk with mental health and go untreated, leading to high rate of suicides and attempts on American soil. Health issues and population Native American and Alaskan Natives are victims of this slightly unpredictable disease. Native Americans and Alaskan Natives together make up one third of United States youth populationRead MoreThe Clay Hunt Suicide Prevention For American Veterans Act Essay1523 Words   |  7 PagesOn February 12, 2015, President Barack Obama signed the Clay Hunt Suicide Prevention for American Veterans Act (Clay Hunt Act) that will work towards expanding and allowing for greater efficiency and coherence within The Department of Veterans Affairs (VA) mental health services and suicide prevention programs. The Clay Hunt Act includes peer support and community outreach pilot programs, requirement of 3rd party evaluations, collaboration with non-profit mental health organizations, creation ofRead MoreThe System Of Care Implementation Cooperative Agreements : Case Study862 Words   |  4 Pagesprominent grant was the Suicide Prevention Resource Center. This grant centers around the goal of reducing su icides and suicidal tendencies through increasing training and resources for states, tribes and organizations. However, it also pursues to combat disparities in behavioral healthcare of various levels of access and usage among various minorities, including racial, ethnic, sexual and gender (Suicide Prevention...). There is a different grant that also focuses on suicide prevention, however this oneRead MoreSuicide Rates Among Active Duty Personnel Decreased1551 Words   |  7 PagesFollowing the year 2013, suicide rates amongst Active Duty personnel decreased, yet rose for Reserve and National Guard units across the United States (Baldor 2014). This was due in part to the lack of resources available to Reserves and Guard units that were called to serve in foreign lands. The Defense Science Board conducted their own internal investigation on Reserve and Guard suicide rates and concluded, â€Å"The task force was impressed with the dedication and professionalism of the members ofRead MoreViolence Against Women And Girls942 Words   |  4 PagesAccording to Center for Disease and Prevention, violence is a public health problem in the United States (Centers for Disease Control and Prevention [CDC], 2010). Violence affects people of all ages ranging from infants, children, elderly to the disabled. For my health promotion activity, I choose Gender- based violence which is any act of violence against women and girls. Violence against women and girls has been a global issue that needs to be addressed. The issue of gender based violence is notRead MoreThe College Based Hotline Should Be Legal1061 Words   |  5 Pageshotline since it will be run by college students. Because of this fact, we will also promote the National Suicide Prevention Lifeline, 1-800-273-TALK, for those individuals who need help when the college-based hotline is unavailable. We will raise awareness for the National Suicide Prevention Lifeline by leaving a message for those who call when the co llege hotline is closed. The Prevention Lifeline number will also be available on the brochures and flyers we hand out around campus. The mandatoryRead MoreA Research On Target Market1016 Words   |  5 PagesTarget Market Continue Mission ensures that military Veterans and their families are the main focus of their mission and that they are given an opportunity to reduce their stress, improve their relationships, and prevent suicide. We utilize a three-pronged approach focused on improving and saving the lives of veterans through one-on-one services, group activities, and a large referral system of community resources that support and educate Veterans. Continue Mission is a 501C-3 non-profit organizationRead MoreThe Death Rate Of Suicide1586 Words   |  7 Pagessuicidal. Many factors contribute to suicide that may have lead to the increase death rate. Suicide is the second leading cause of death in people aged 15-24, according to the Centers for Disease Control and Prevention. Americans live a busy life that we could be responsible for not scoping the signs of those who are suicidal. With this fast paced life we find ourselves missing the most obvious signs of suicide. We often don’t like to think or talk about suicide since it is such a harsh topic. MostRead MoreTeen Suicide And The Role Of The Pediatric Nurse Practitioner1640 Words   |  7 PagesTeen Suicide and the Role of the Pediatric Nurse Practitioner Introduction: â€Å"The overall goal for the Quality and Safety Education for Nurses (QSEN) project is to meet the challenge of preparing future nurses who will have the knowledge, skills and attitudes (KSAs) necessary to continuously improve the quality and safety of the healthcare systems within which they work†(Graduate KSAs, 2014 para.1) In looking through the competencies that this statement embodies, I have chosen the competency of