Transactional vs Transformational Leadership: A Comparison

This article compares and contrasts transactional and transformational leadership techniques. It discusses the importance of both techniques and how they can be implemented in an organization.

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Author Notes

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Leadership is defined as the style of the individual leader or person for the betterment
of the followers in terms of leading them in their work or to motivate them in the business
(Bolman & Deal, 2017). The role of the leader is to make sure that all their followers are
motivated to do their work and are made sure to implement the best means in the various
types and procedures. There are different types of leadership techniques that are present in
the workings of the different leaders of the world among which two important type of
leadership ways are transactional and transformational leadership techniques. The leaders
have to choose in between the two in some of the cases which makes it a task for the
comparison of the two techniques and find the better one among the two in terms of the
different measures (Vlachos, Panagopoulos & Rapp, 2013). According to me, I always prefer
the transformational leadership coupled with the transactional leadership techniques as it
gives an edge to the leader and takes out the real leadership qualities in the same. Both have
their own set of qualities which is needed for the effective leading qualities and also to make
sure that the people of the leadership are getting their dues. The leader should have the views
and ideas of the transformational leader and should implement the workings of the
transactional leader for the betterment and effective working.
Transactional leader is defined as the type of leader that plays the role of supervisor,
organizer and performance manager. This is the type of leadership which is followed by most
of the leaders of the world on a regular basis and forms the leadership goals on the basis of
rewards and punishments given to the workers working under the organization process (Ewen
et al., 2013). The leadership in the process is a reciprocate relationship where the leaders and
followers both do something for each other in the mindset of getting something in return.
Transformational leader is defined as the kind of leader that causes a positive and
affirmative code of conduct for the people of the organization and implies a change that can
have an impact on the social system (Hoon Song et al., 2012). The transformational leader is

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the ideal kind of leadership technique that helps to make sure that the people of the
organization are having an organical change in their ways and means and are not concerned
with their job alone. This type of leadership technique is both ideal and requires a lot of
efforts for the same.
According to Fiedler’s Model, and path-goal theory, the transactional leaders are
more oriented towards their job roles whereas the transformational leaders are more oriented
towards the people and let them grow from their means (Altmäe, Türk & Toomet, 2013). The
model of the theory states that both the type of leadership is essential in the working of the
organization in an effective manner. The effectiveness of both the kind of leadership
techniques is essential for the better working and module of the organization and makes sure
that the workers or the employees of the concerned organization in which the leadership
technique is being followed is done.
Both the type of leadership techniques have some of the common traits in their
behaviour like viewing the leaders of the organization as individuals who inspire the people
of the business for the better working of the people. The work of inspiring the people is to be
done by both their words and actions which includes the concept of ideas as well (Dumdum,
Lowe & Avolio, 2013). Mere words and no actions does not make the working of the people
in the manner that they wanted to. Both the kind of leadership techniques help the
organizations to flourish in their own specific ways and their common goal is to make the
people work according to the needs of the people working and the authorities’ demands.
When comparing and contrasting both the kind of leadership techniques in the process
of the same, Full Range of Leadership Model is to be considered to make sure that the
workers working under the leadership techniques are to be given equal opportunities for the
same. The Full Range of Leadership Model states about the existence of constellation of

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leadership styles that ranges from the high rise of transformational leadership techniques to
the mere leaders who has nothing to offer themselves but expects a whole from their
followers (Antonakis & House, 2013). The transactional leadership technique falls in
between the two where the leaders have both the quality to show the correct path to their
followers and also to punish and strictly guide them when they need the pointers missing.
There are a number of leadership techniques namely (1) Laissez-Faire, (2)
Management by Exception, (3) Contingent Reward, (4) Individual Consideration, (5)
Intellectual Stimulation, (6) Inspirational motivation and (7) Idealized Influence which have
their own roles in the workings of the organization (Vaccaro et al., 2012). The leaders have
their own type of leading measures and makes sure to implement their best when expecting
things from the organization. The Laissez-Faire leadership technique is the most passive of
all where the role of the leader is to expect things from the followers without providing any
deeds or basics for the same (Buch, Martinsen & Kuvaas, 2015). The role of the
transformational leader is the highest in the means where the leaders sacrifice their self-worth
for the betterment of the organization and also to make sure that each of the people of the
organization and getting their dues and ends in the process.
When the question arises as to what type of leadership technique is better –
transactional or transformational in the working of the organization then the answer should be
a mixture of the both as both the qualities of the leadership techniques are needed by the
people of the organization for the working and need to be assessed by the leaders (Wagner,
2016). If only transactional leadership technique is being followed then the leadership will
have more or less of the features of the ruthlessness followed by the process of praise and
rebuke that can implement the conscience of revolt in the workers whereas the
transformational leadership techniques, if implemented in the process will minus discipline in
the working module of the organization and will make the workers undisciplined. Therefore,

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both the type of leadership techniques are required by the people of the organization to make
sure that the working of the organization is done in a fruitful manner and also given
implementation for the same.
In conclusion, it can be said that both the qualities of both the kind of leadership techniques
are required by the people of the organization to make sure that the employees in the business
are getting their dues in the same. However, both the qualities should be implemented in the
proper manner and in appropriate proportion to make sure that the leadership goals of the
organization are there in the process. The qualities of both the kinds are of absolute necessity
and make sure to have in their own shelf to lead the organization and implement both the
kind of rules and leniency in the working module. Both the kind of leadership techniques are
there and is to be followed by the working of the organization module of the same to make
the workings a good mixture of the harshness and rebuke along with a leader with a heart and
soul thinking for the people of the business firm. Therefore, at the end, I would consider
myself as a mixture of transactional and transformational leader.

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