Transformational Leadership: Concepts, Benefits, and Counterproductivity

This article discusses the concepts of transformational leadership and its benefits for organizations. It also explores when transformational leadership can be counterproductive and how managers can apply it in international organizations. The article cites relevant studies and research to support its claims.

Running Head: Transformational Leadership concepts
Transformational Leadership

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Transformational Leadership
When might the concepts of transformational leadership be beneficial to
an organization?
Creation of highly efficient workforce is of utmost importance for every organization that aspires
to grow smoothly. To achieve the same, the organizational leaders must adopt new leadership
concepts such as transformational leadership (Judge & Piccolo, 2004). It works on the
assumption that the people have a tendency to follow the ones who inspires them to become
better individuals. It is the ideal most form of leadership that brings positive changes in the work
environment of any organization in order to motivate them to reshape the image of the business
in the large market place (Walumbwa & Lawler, 2003).
The transformational leaders bring organizational changes to improve the collaboration between
the top management and the work force of the organization. The key concepts of
transformational leadership facilitates reshaping of organizational structures in order to make
them more effective through the use of concepts like Idealized Influence, Inspirational
Motivation, Individualized Consideration and Intellectual Stimulation (Leithwood & Jantzi
2000).
When might transformational leadership be counterproductive?
However, when the employees are already motivated and positive, transformational leadership
proves to be counterproductive because motivated employees do not need what exactly is offered
by transformational leaders.

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How can managers apply transformational leadership throughout an
international organization?
Idealized influence can be used by the leaders of international organizations to serve as the role
models to their subordinates. The concept of inspirational motivation can help the leaders to
motivate their subordinates to adopt the organizational changes that introduce new challenges to
them. Idealized Influence can allow the leaders to demonstrate the concern of individual needs of
their followers to ensure that they are taken into due consideration while undertaking the
transformation procedure of an organization (Lewis, Boston & Peterson, 2017). Concept of
intellectual stimulation can be used to make the subordinates aware about the rapidly changing
environments in the international business environment and the problems that might be
encountered and the ways to deal with them (Bass, & Riggio, 2006).

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References:
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: a meta-
analytic test of their relative validity. Journal of applied psychology, 89(5), 755.
Leithwood, K., & Jantzi, D. (2000). The effects of transformational leadership on organizational
conditions and student engagement with school. Journal of Educational
Administration, 38(2), 112-129.
Lewis, E., Boston, D., & Peterson, S. (2017). A Global Perspective of Transformational
Leadership and Organizational Development. Journal of Research Initiatives, 2(3), 5.
Walumbwa, F. O., & Lawler, J. J. (2003). Building effective organizations: Transformational
leadership, collectivist orientation, work-related attitudes and withdrawal behaviours in
three emerging economies. International journal of human resource management, 14(7),
1083-1101.