Responsible For Stimulating And Inspiring

Running head: COMPARISON
COMPARISON
Name of the Student
Name of the University
Author note

COMPARISON1
Definition
A leader who is responsible for stimulating and inspiring the followers to transform
themselves and achieve the sequel as extra-ordinary is said to be a transformational leader.
On the other hand, a transactional leader is the one who is responsible for promoting
compliance with the followers that belong to him using both the techniques of rewards and
punishments (Baškarada, Watson & Cromarty, 2017).
Type of leadership
The leadership style used by the transformational leader is proactive in nature, which
means taking or planning preventive measures of the problem beforehand. This helps in
improving the works that a team does and puts measures that are required in place.
On the contrary, transactional leaders use a responsive or reactive leadership style,
which means responding to the situations after their occurrence. There may be a chance to
fail in this kind of leadership style.
Characteristics
The transformational leaders have an extreme charismatic power and are more
focused on the fulfillment of the job. They motivate their followers by motivating and
inspiring them to achieve the desired goal.
Transactional leaders are practical and hence believe in practicality. They motivate
their followers by extrinsic type of motivation, which means that the behavior is mostly
driven by factors such as monetary rewards and praises. These leaders are mostly directive
and do not accept change very quickly and also have a thinking that is constraint.
Applicability

COMPARISON2
The transformational leadership applies to the needs of the higher-order needs that include
the self-actualization and self-esteem needs.
However, transactional leadership focus on the needs that of the lower level and that include
needs like physiological and safety needs.
Management by
The transformational leaders are responsible for inspiring the followers and works as
a role model in order to make the followers feel interested in achieving the goal that is
desired.
On the other hand, transactional leaders are responsible for finding faults and
deviations in the work by the follower by continually paying attention to them.
Focus
A transformational leader is more focused on understanding the strengths and
weaknesses of the followers and then aligning these accordingly to enhance the performance
of the followers.
Transactional leaders are more focused on supervising, organizing, and the
performance of the group.
Working
The working of a transformational leader is based on changing the future of the
organization and also making changes in the goals of the long-term.
Unnecessary risks are avoided, and things are kept the same by the transactional
leaders, and everything is followed up by the short-term goals.
Orientation

COMPARISON3
Transformational leaders are focused more on the followers they have and are mostly
people-oriented. Therefore, most of the time of these leaders is spent on the development and
coaching of the followers present.
Transactional leaders are mostly focused on the tasks given to them, which means
they are more task-oriented, and their main focus is on completion of the KPIs given to the
followers and measurement of the goals. Most of the time of these leaders is spent on the
meetings that take place (Obeidat & Tarhini, 2016).
Critical thinking and problem solving
Whenever a problem arises, the transformational leaders find out ways that are
creative by thinking out of the box always.
On the contrary, transactional leaders use the traditional ways of thinking ways inside
the box without bringing any creativity to their ideas.
Planning
The planning done by the transformational leaders includes two steps in which first is
the creation of a system that works for attaining the goals set by the organization. The second
step is about making a strategic guidance for an organization to hold a leader’s position in the
market.
There is a two-step planning for the transactional leaders as well. The first step is
about working in the system that is already existing and then negotiating for the attainment of
the goals for the organization. The second step is to make sure that whatever is planned
happens smoothly.
Motivation and inspiration