LDRS 612 Leading Change: Transformational Leadership Values

This assignment provides an analysis of transformational leadership, focusing on its values and implementation within organizations. It highlights key characteristics like extraversion, conscientiousness, and neuroticism, discussing their pros and cons in relation to leadership effectiveness. The document includes an introduction to transformational leadership, a detailed examination of the aforementioned personality traits, and a conclusion summarizing the approach to leadership that fosters change and guides teams. References to various academic sources are also provided to support the analysis. The assignment appears to be part of a course (LDRS 612) on leading change and innovation.

Transformational leadership
LDRS 612
Leading Change and Innovation
Dr. Tina Wu
Name, Name, Name, and Name
September 10, 2017

Introduction
• Transformational leadership refers to a theory of leadership that a leader
works with groups to identify need for change and establishes a vision to
guide the team in executing the change.
• Transformational leadership helps to enhance motivation and hence
improve performance.

Extravarsion
• There are two main characteristics associated with extraverts. They
include affiliation and agency.
• Affiliation is the need and desire to feel a sense of involvement and
belonging within a social group.
• Extravesrsion improves the self confidence of an individual and
hence increasing productivity.
• It also Creates sense of togetherness and belonging among
employees.
• It encourages teamwork within an organization

Conscientiousness
• Conscientiousness is described as having a strong sense of
direction and the ability to put huge amounts of work into
tasks.
• The pros of conscientiousness include; high quality output
since tasks are executed carefully, increased productivity and
leaders who are conscientious inspire confidence and act as a
good example to their juniors.

Neuroticism
• Neuroticism is a value that gives a leader an anxiety related to
productivity.
• The pros of neurocism are; low score of neuroticism ensures
good relations between individuals in all levels in an
organization. This maximizes productivity since it creates a
positive working environment for all employees.

Conclusion
• Transformational leadership therefore refers to an approach of
leadership where a leader works with groups in an organization
to identify need for change and create a vision to guide the
team in executing the change

Refences
• Barclay, J., & Shankar, H. H. S. S. R. (2015). Conscious culture: How to build a high performing
workplace through values, ethics, and leadership. 24-39
• Burghardt, S., & Tolliver, W. F. (2010). Stories of transformative leadership in the human services: Why
the glass is always full. Los Angeles: SAGE. 156-159
• Cameron, K. (2011). Responsible leadership as virtuous leadership. In Responsible Leadership (pp. 25-
35). Springer, Dordrecht. 87-91
• Dignam, D., Duffield, C., Stasa, H., Gray, J., Jackson, D., & Daly, J. (2012). Management and leadership
in nursing: an Australian educational perspective. Journal of Nursing Management, 20(1), 65-71.
• Fairholm, G. W. (2011). Real leadership: How spiritual values give leadership meaning. Santa Barbara,
Calif: Praeger. 53-54
• Gilbert, K. (2012). Transformational Leadership. Xulon Press. 22-29
• Sharma, M. (2017). Radical Transformational Leadership: Strategic Action for Change Agents. North
Atlantic Books. 45-66