exchange between the leader and the employee . Employees work to achieve rewards from their leader . Leaders establish goals / expectations and provide awards contingent on employees achieving those goals . Heavily structured , formal organizations , such as law enforcement agencies , are more conducive to a transactional leadership style . Employee motivation developed by this quid pro quo exchange can create a level of trust between the employee and their leader . The employee does what is expected of them and the leader provides the agreed upon reward ( i . e . pay ). If necessary , this leadership style can also punish employees for counterproductive behaviors . However , leaders who limit their approach to a transactional approach often miss valuable opportunities to inspire followers to strive to go beyond their own self-interest . Instead of officers only being concerned with their own personal goals , which correlates with transactional leadership , the most effective leaders understand the importance of employees being led in a manner that will result in them focusing on achieving the greater good of the organization .
Copious amounts of research have demonstrated a transformational approach to leadership is more likely to result in a higher level of employee job satisfaction and organizational commitment . Bernard Bass de scribed this leadership style as :
Authentic transformational leaders motivate followers to work for transcendental goals that go beyond immediate self-interest . What is right and good to do becomes important . Transformational leaders move followers to transcend their own self-interest for the good of the group , organization , or country . Transformational leaders motivate followers and other constituencies to do more than they originally expected to do as they strive to higher-order outcomes ( Bass & Avolio , 1993 ).
Bass ’ theory characterizes four specific aspects of transformational leadership :
• Idealized Influence : This relates to the leader ’ s ability to provide a role model for followers . The leader understands the importance of modeling integrity and focuses on the needs of others .
• Inspirational Motivation : Leaders with a charismatic style to motivate and inspire subordinates are more effective at communicating the mission and vision of the organization , to ensure followers have a clear understanding of the leader ’ s expectations .
• Intellectual Stimulation : This refers to a leader ’ s ability to encourage subordinates to employ creativity and innovation . The goal is to always be improving , even when risk taking is needed to accomplish those goals .
• Individualized Consideration : The leader provides special attention to tailor developmental opportunities for the follower ’ s personal growth and empower them to make decisions regardless of
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