Transformational Leadership and Technology Impacts

This article discusses the role of transformational leadership and the way technology is affecting what the individuals do and how they perform. It also describes how innovations are changing the innovation job.

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Table of Contents
Transformational Leadership and Technology Impacts.............................................................2
Reference....................................................................................................................................6

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Transformational Leadership and Technology Impacts
Technology has become tool for enabling the people for performing. The managers in
the organization should have the good skills as well as understanding of making the best
possible uses of the innovation as well as technologies for introducing it into the organization
(Mullins 2019). This statement by Mullins is applied to the current business environment
because rapidly changing business environment is requiring more technological advancement
to make things easier that in turn requires skills as well as knowledge to perform in much
better way. Recent changes in the technology and the innovations are changing the job of the
individual. The managers are required to be equipped with the changes to perform at par with
the rapid changing technology in the business environment. Leadership in able for either
making or breaking the initiative of the technology. The strong leadership is the key towards
the initiative through the creativity, communication, experimentation, collaborations and
planning. The barriers towards the adoption of the technology are the lack of the vision as
well as weak leadership. In any organization, growths as well as changes are inevitable;
however, the transformational leadership helps in inspiring the workers or the employees for
embracing change by the help of fostering the culture of the ownership, autonomy of
workplace as well as accountability of the company. Transformational leadership is the style
of the leadership that encourages, motivates and inspires the employees for innovating as well
as creating the changes, which will be helpful for growth as well as shaping the company’s
future success (Effelsberg, Solga and Gurt 2014). Moreover, with the help of technology,
leaders are fostering a technological innovation that helps in building the technological
embedding learning of the communities as well as workplaces. Therefore, under this
assignment, discussion will be done on the role of the transformational leadership and the
way technology is affecting what the individuals does and how they are perform. Moreover,

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description will be given on how innovations are changing the innovation job (Antonakis and
House 2014).
Role of Transformational Leadership
As said by Mullins, technology is that tool, which helps in enabling the people for
performing. He said that the managers must have skills as well as understanding of making
the best uses of the technology as well as knowledge of the most likely new technologies,
which might be introduced in workplaces. Leaders applies the transformational leadership
style in three ways; by encouraging the employees for becoming aware of operational result
importance, encouraging the employees for putting interest in the groups and increasing the
higher need of the employees such as self-actualization and self-esteem. Transformational
leadership is considered as that style of leadership that is most inspiring. It helps in leading
towards the positive changes in those followers who follow it (Mullins 2019). This type of
leadership can be found at every management levels. The transformational leadership helps in
inspiring the people for achieving the unexpected or the remarkable results. This style of
leadership provides the autonomy to the workers over the specific jobs and the authority for
making the decisions once the worker has been trained (Antonakis and House 2014). This
style of leadership uses rapport, empathy, inspirations for engaging the followers by possess
confidence, courage as well as willingness for making the sacrifices for greater good. It
possesses the single-minded need for streamlining or changing the things, which no longer
works. The transformational leadership helps in motivating the workers and understanding
how for forming them into the integrals units, which works well with the others. The main
purpose of the transformational leadership is for the changes as well as improving the team
and transforming into the better team for performing better in their work they does
(McCleskey 2014). Following are the roles of the transformational leadership:

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 Idealized Influence- The transformational leadership plays as the full-fledged role
model by acting out as well as displaying the ideal traits of the trust, honesty, pride,
enthusiasm as well as so forth. Their charismatic role helps in building trust as well as
confidence.
 Inspirational Motivation- The transformational leadership provides the meaningful
work as well as sets high standard. They give reasons as well as the purpose for doing
task and for being in the firm by providing vision and goal. They turn into the
approaches of charismatic by exhorting their followers towards going forward
(Antonakis and Day 2017).
 Intellectual Stimulation- The transformational leadership helps in promoting the
creativity by the help of questioning the common assumption as well as beliefs. They
seek ideas from followers and then encourage them for learning, contributing and be
confident.
 Individual Consideration- The transformational leadership acts as the role model,
teacher, facilitator and mentor for bringing the follower into group and keep
motivated for doing the task (Nijstad, Berger-Selman and De Dreu 2014).
Impacts of Technology to the Individual
The concept of the transformational leadership applies to every industry and there is
increasingly important for the companies for embracing digital transformational. Adapting to
the rapid changing technology requires innovation as well as strong leadership for staying
ahead of the curves and for remaining competitive. Motivating as well as inspiring the
employees is the important piece of puzzle when planning for the digital transformation as
the success of it depends on embracing the changes and growth. The global leaders most
often depend on the technology for the effectiveness as well as efficiency of the
organizational performance (Chen et al. 2014). Technology is generally making significant

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impact on each aspects of the organization in today’s era. The global investors make frequent
investment in the technology for achieving the desired performances. The competency of IT
leadership creates shared vision, communicates vision as well as empowers others for taking
the actions for realizing the vision. Integration of the transformational leadership with the
technology with enables global organizations for realizing the desired outcomes (Weng et al.
2015).
Changes of Individual Role by Technology
The style of the transformational leadership has the positive effect on the innovation
of the leader, which has the power for building the positive power of individual. They
generally give the model as well as instructions to the employees about the leadership work
behavior that is according to the rules and it contributes towards the organization. The
individuals are trained based on the technological aspects, which enhances the skills and
competencies of the individual more easily and rapidly (Kim and Yoon 2015).
Hence, it is concluded that transformational leadership has the significant effect on
the innovation of the leader that always led for the changes time-to-time. The individual
leader has the innovation as well as responsibility in the making of decision. Moreover, it is
analyzed that rapid advancements of technology, higher customers’ expectations as well as
ever-changing situations of market have compelled the organization for incessantly
reassessing as well as revaluating the way to work and for understanding, adopting and
implementing the changes in the model of business in response of the changes in trends
(Mullins 2019).

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Reference
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Antonakis, J. and House, R.J., 2014. Instrumental leadership: Measurement and extension of
transformational–transactional leadership theory. The Leadership Quarterly, 25(4), pp.746-
771.
Chen, Y., Tang, G., Jin, J., Xie, Q. and Li, J., 2014. CEO s’ transformational leadership and
product innovation performance: The roles of corporate entrepreneurship and technology
orientation. Journal of Product Innovation Management, 31, pp.2-17.
Effelsberg, D., Solga, M. and Gurt, J., 2014. Getting followers to transcend their self-interest
for the benefit of their company: Testing a core assumption of transformational leadership
theory. Journal of Business and Psychology, 29(1), pp.131-143.
Kim, S. and Yoon, G., 2015. An innovation-driven culture in local government: do senior
manager’s transformational leadership and the climate for creativity matter?. Public
Personnel Management, 44(2), pp.147-168.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly, 5(4), p.117.
Mullins, L. (2019). Management & organisational behaviour. 11th ed. Harlow, England ;
New York : Pearson, 2016.: Pearson.
Nijstad, B.A., Berger-Selman, F. and De Dreu, C.K., 2014. Innovation in top management
teams: Minority dissent, transformational leadership, and radical innovations. European
journal of work and organizational psychology, 23(2), pp.310-322.

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Weng, R.H., Huang, C.Y., Chen, L.M. and Chang, L.Y., 2015. Exploring the impact of
transformational leadership on nurse innovation behaviour: A cross‐sectional study. Journal
of Nursing Management, 23(4), pp.427-439.