Transformational Leadership Qualities and Leader Influence Analysis

This essay delves into the qualities of transformational leadership and a leader's influence on followers within an organization. It emphasizes the importance of charisma, vision, and ethical values in effective leadership. The author reflects on a past experience with a manager who exhibited transformational leadership qualities, highlighting the positive impact on employee motivation, communication, and trust. The essay also references Sundar Pichai, CEO of Google, as an example of a transformational leader who has significantly contributed to the company's growth. The conclusion reinforces the idea that transformational leadership is crucial for the development of both employees and the organization, fostering a positive working environment and enhancing overall performance. Desklib provides access to similar essays and study tools for students.

Running head: LEADERSHIP
LEADERSHIP
Name of the Student
Name of the University
Author Note

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Introduction
According to Northouse, (2018), the process of transformational leadership is mainly
as an approach that is helpful in the proper implementation of changes in different social
systems and individuals who are a part of the organization. The approach based on leadership
is thereby based on the development of valuable and positive levels of changes in the
followers who have a goal which is related to improvement of followers (Aga, Noorderhaven
& Vallejo, 2016).
The development of proper vision for the employees of the organization as a whole
are able to affect the changes that are to be implemented within the organizations. The main
purpose of the transformational leadership is related to levels of motivation, morale of
followers and performance levels in the job which can be enhanced. The vision which is
developed by a leader effectively is based on proper transformational leadership levels (Dong
et al., 2017).
The study in the report will be mainly related to the qualities of transformational
leadership which are a shown by the leader. The influence of the leaders on followers or
employees is considered to be a significant part of the study.
Examination of a leader who has shown transformational leadership
The position that has been developed by an organization in the modern environment
of business is based on proper transformational leadership based process. The approach is
effective in transforming employees or followers in an effective way. Charisma is considered
to be a significant part of the transformational leadership based process in modern
organizations. Charismatic leaders have specific types of effects on the employees or
members of a team. The most significant concern of leadership based process is based on

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values, ethics, goal based on long term operations and emotions. The proper formation of
transformational leadership related qualities is a significant approach that is helpful in the
proper enhancement of the qualities that are possessed by the leaders for the proper
management of the followers (Northouse, 2018).
In my previous organization I have worked under a leader who has depicted the
characteristics that are linked in an effective way with transformational leaders. As a manager
of the company, he had the responsibilities to manage the work based process for a
department of which I was an important part (Northouse, 2018). The vision that was
developed by the manager was mainly related to the overall goals of the organization which
was further communicated to followers. The charismatic personality of the manager had
played a key part in the influencing the work process of the followers. The manager had been
a major role model for followers who are a part of the department (Engelen et al., 2015).
The meetings that have been held by the managers on weekly basis is helpful in the
increasing the levels of communication with the goals that are set by the organization or goals
which been set as well. The different tasks provided by leaders are based on proper
achievement of the goals and objectives of the organization as well (Northouse, 2018). A
major role is played in proper development of positive environment of working for
employees of the organizations. The proper achievement of goals is considered to be a major
factor that is able to affect the trust that is provided by the employees (Ghasabeh, Soosay &
Reaiche, 2015). The trust levels in the organizations consisting of transformational leaders
are high as compared to other companies.
I was a part of the team of followers of the company have provided highest levels of
services by collaborating with the leader in an effective manner. The most significant part
that is based on leadership process is related to achievement of the personal goals. The proper

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alignment of the employees and that of the organization is considered to be a major part of
leadership related activities of the manager (Hoch et al., 2018). The interaction levels that
have been developed by the manager with employees in the organization have been helpful in
the ways by which the demands and needs of the followers can be analysed and understood as
well. The manager has been able to develop a behaviour which plays a major part in the
proper development of the skills and strengths (Muenjohn & Armstrong, 2015). The major
factors that are a part of transformational leadership process include, idealized influence,
inspirational motivation, intellectual stimulation, individualized consideration.
A major example of a transformational leader who has been able to influence the
stages of growth of a company is Sundar Pichai, the CEO of Google. The CEO has been able
to play a crucial part in the methods by which the company is able to form its place in the
industry with the help of effective association with the employees. The employees or human
resources have been able to play a key part in the methods by which the company has
developed its operations. The working environment of the organization has also been
developed with the help of transformational leadership based qualities of the CEO (Wang,
Demerouti & Le Blanc, 2017).
Conclusion
The examination is settled by asserting that transformational leadership related
qualities are developed and showed by a leader with the help of a major role in proper
development of employees or followers and organization as well. The employees or the
followers of the company are a significant part of the process of transformational leadership
that is developed by the manager of the organization. On the contrary, transformational
leadership based qualities are highly effective for proper operations of different modern
companies that are a part of the industry.

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References
Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management, 34(5), 806-818.
Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2017). Enhancing employee creativity via
individual skill development and team knowledge sharing: Influences of dual‐focused
transformational leadership. Journal of Organizational Behavior, 38(3), 439-458.
Engelen, A., Gupta, V., Strenger, L., & Brettel, M. (2015). Entrepreneurial orientation, firm
performance, and the moderating role of transformational leadership
behaviors. Journal of Management, 41(4), 1069-1097.
Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational
leadership. The Journal of Developing Areas, 49(6), 459-467.
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and
servant leadership explain variance above and beyond transformational leadership? A
meta-analysis. Journal of Management, 44(2), 501-529.
Muenjohn, N., & Armstrong, A. (2015). Transformational leadership: The influence of
culture on the leadership behaviours of expatriate managers. international Journal of
Business and information, 2(2).
Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
Wang, H. J., Demerouti, E., & Le Blanc, P. (2017). Transformational leadership, adaptability,
and job crafting: The moderating role of organizational identification. Journal of
Vocational Behavior, 100, 185-195.

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