Impact of perceived leadership styles on work outcomes
First of all, this will be my last blog entry on this topic as the semester is winding down. I found an interesting article written about a study to "empirically evaluate the transformational and transactional leadership styles among building professionals in the construction industry." The main objectives of this study were 1.) to examine the extent of leaders who are perceived to use transformational and transactional leadership styles and 2.)to identify which of the two leadership styles is best able to predict outcomes of "leader effectiveness," "extra effort by employees," and "employees" satisfaction with the leaders and also 3.) offer insight into the management theory for building professionals in business organizations
The article said that "Results of the study suggest that all five of the transformational factors and three of the transactional factors are significantly correlated with leadership outcomes of leader effectiveness, extra effort by employees, and employees satisfaction. The results further supported that transformational leadership could augment transactional leadership in producing greater amounts of performance and satisfaction."
To clarify the meaning of transformational leadership, it is based on the assumptions that 1.) people will follow a person who inspires them. 2.) A person with vision and passion can achieve great things and 3.) The way to get things done is by injecting enthusiasm and energy
Transactional leadership is based on the assumptions that 1.)people are motivated by reward and punishment 2.) Social systems work best with a clear chain of command 3.) When people have agreed to do a job, a part of the deal is that they cede all authority to their manager and 4.) The prime purpose of a subordinate is to do what their manager tells them to do
Here is a link to the article Impact of Perceived Leadership Styles on Work Outcomes
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