DQ1. Transformational leadership style implements reward rewards, incentive, and

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DQ1. Transformational leadership style implements reward rewards, incentive, and disciplinary programs as a form of motivation and inspiration for employee achievements. During transformational leadership. the leaders inspire the subordinates with a lead by example theory. The difference between the two are the styles and processes. The process of which the leader uses to get to the perceived goal or to complete the task desired is important. I have found that I have lead with both styles.
Incentives and rewards re always motivational. Todays world lives by the what’s in it for me or immediate gratification for service or work completed. However as a leader, one should create a since of inclusion with all levels of staffing; creating one team. I include myself in team activities and I include my staff in the creation of the plan. Ensuring that the planned mission is following the overall vision. I have found that leading by example is what will motivate my employees in the salon. When I set a salon goal and reward my team with an all expense company paid trip to a hair show, I am providing my staff the opportunity to obtain CEU hours which are required to remain licensed in the state and employed in the salon. If you do not reach your goal you will have to pay the remainder of your achieved percentage for your total trip expenses. This has become a huge competition in the salon, which I myself am involved in, If I remain consistent on reaching my goals my employees try harder to reach their own goals. I want to always reward them with some sort of incentive for success. Rarely do I punish employees, but I create a motivational method for them to control their accomplishments and accept accountability for failures. This creates motivational ways to increase productivity or revenue for my company.
Transformational leaders can change their own communication and problem solving ability. today, the transformational style of leadership inspires both the leaders and the team to be successful. Motivation, inspiration, and encouragement all increase job satisfaction which creates satisfied leaders. Leaders strive for success, which leads to a successful team. Some transformational leadership traits include inclusive, innovative, flexible, empathetic, trusting, and openminded. Leading with these traits will lead to employee appreciation, model employee behavior, and increase in accomplished tasks.
DQ2. Understanding the “why” or purpose of any mission plays a huge role in the leadership ability. Leadership influences a teams performance success. A leader who understands the “why’ will be able to guide a team into knowing and understanding the “why” too. I currently work for a non profit company which believes and intends on putting Christian principals into practice through programs , services and relationships, that build healthy spirit , mind, and body for all. Along with my own personal beliefs in building my community, the leadership training and experiences have lead me to be inspired to become an inspiration for my employees. We lead by example. According to Sinek, my beliefs will have an impact on the employees belief and job performance. Influence leadership can help me improve the job performance of my team.
Inspiration is a necessary skill for all leaders to affect because it is natural or instinctive for people to follow the leader. This includes behaviors, skills, beliefs, and many other factors. Conformity is a normal social influence in the workplace. Behavioral confirmation is expected when there are leaders of teams. A leader must be aware that they are an inspiration to the team and that their actions and beliefs displayed at work do influence subordinates actions and behaviors at work. A leader with the ability to inspire and motivate their team will see a increase in productivity and have a greater chance at success.
References
Fong-y. Lai, Hui-Chuan Tang, Szu-Chi Lu. (January 6, 2020). Transformational Leadership and Job Performance. The Mediating Roll of Work Engagement. https://doi.org/10.11771215824401989905. SAGE Journals. 2022.
Klug, H. J. P., Maier, G.W., Steinmann, B. (November 29, 2018). The Path Is the Goal: How Transformational Leaders Enhance Followers’ Job Attitude and Proactive Behavior. doi:10.3389/fpsyg.2018.02338. Frontier Media. 2022.

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