LEADERSHIP PRODUCE

Leadership Produce

Situational Or Transformational Leadership Produce Greater Productivity and Profit in Small business

Annotated Bibliography

Schenk, J. & Sparks, J. (2001) “Explaining the effects of transformational leadership: an investigation of the effects of higher-order motives in multilevel marketing organizations” John Wiley & Sons, Ltd, Retrieved from http://onlinelibrary.wiley.com/doi/10.1002/job.116/abstract

Elucidate the components of transformational leadership. An employee will perform well when his effort and performance will deliver positive outcomes. This high purpose is delivered by the individual when the transformational leaders bring out the higher level motivation and inspiration towards the organization goals and objective. Thus, it is the transformational leadership that transforms the employee of low performance towards higher performance by creating an atmosphere that depicts their high purpose of work. The relationship between the job satisfaction and employee commitment toward his work is created when together they create positive outcomes.

It is a fact that an employee only performs well when their performance is evaluated and recognized in terms of positive outcomes. The author has highlight true identification of good performance.

Green, S. and Paglis, L. (2002) “Leadership self-efficacy and managers' motivation for leading change”, John Wiley & Sons, Ltd, Retrieved fromhttp://onlinelibrary.wiley.com/doi/10.1002/job.137/abstract

Illuminate the fact, that real leadership comes when the manager's himself is motivated toward bringing the change and profitability in the organization. Employee is motivated towards higher efficiency when the transformational leaders construct self efficiency within themselves. This self efficiency of leaders is elaborated in turn of setting direction, commitment toward bringing the change and profitability in the organization.

The author is absolutely true in depicting the dimension of effective transformational leadership. Transformational leadership is only effective when the manager exercise all the aspects himself. Employee only drives toward productivity when they see their leaders affianced in the same activity.

Blackwell, S. and Sheryl, L. (2004) “Using role theory to examine determinants of transformational and transactional leader behavior”, Retrieved fromhttp://www.highbeam.com/doc/1G1-115844301.html

Managers within same organization have different understanding about transformational leadership. The clear understanding of organization objective e.g. profitability drive the true leadership behavior. It is important that the leaders first build the expectation of their roles as leaders and then further reform them in transformational leadership behavior. These behaviors serve as a force towards productivity and profitability.

The relationship of role theory with transformational leadership behavior is an excellent abstract in determining how mangers own role drive the employee and organizational roles toward productivity. Organization can not attain productivity until and unless managers themselves are not engage in its attainment through their own roles and performance.

Simon, M. (2009) “Cultivating the regulatory focus of followers to amplify their sensitivity to transformational leadership”, Retrieved from http://www.highbeam.com/doc/1G1-211365354.html

Discusses how the transformational leader promotes the wealth benefits of the employee and the organization. Transformational leadership is effective when the objectives are measured and work attitudes are established accordingly. Similarly job satisfaction and employee commitment documented through transformational leader together bring profitability in small organization through greater productivity.

Nothing alone can create the difference. It is true, transformational leaders and appropriate attributes in the workplace bring measurable ...