Literature Review of transformational leaders on employees of organization

            According to research conducted by Landis, Hill, & Harvey (2014), it is reviewed that the entire leadership management in the organization is not said to leaders. The task of the managers is to make every employee happy and direct him to do a particular task but on the other side, the leader as is one who explores the talent in individual and makes him come up with all of his efforts.  In this article, the authors demonstrate the quality of the person which makes him distinct from other people and makes him a leader all of his decisions, struggles, and qualities make his way to the leadership. Many of the things in the articles is very similar to the lecture of the class, according to the author the leader is one who has approval from the public regarding his leadership. He must be able to recognize the needs and wants of the masses so they may use his power to fulfill all of the demand and expectations of the people (Landis, Hill, & Harvey, 2014).

        According to research conducted by Banks, McCauley, Gardner, & Guler (2016), it is reviewed that some of the theories in this articles are just a few years old as most are very compatible with the theories of the leadership. As it can be said that the leadership is always been an essential tool for the successful organizations and countries. In the company, a good leadership in the management always results in more productivity by the employees and the firm is also likely to survive in the increasing competition in the market. The technologies are also becoming advanced and the regulation of the government is also changing according to it.   These change situations also cause very much change in the attitudes of the employees (Banks, McCauley, Gardner, & Guler, 2016).

        There is no doubt that with the good leadership practice, the managers are more likely to generate more profit and revenue by motivating the employees to be more effective and productive in their everyday task.  Good leadership also helps the team to work in more productive and efficient way. As we, all know that how is it important for the organization to have the more collaborative team in all of its sectors. A good leader knows how to communicate with their employees and team members because a good communication in the company always results in the building good relationship with the employees.   The best quality of a good leader is that he knows what he wants to accomplish and, the right ways to make other people in the organization conscious of their work (Banks, McCauley, Gardner, & Guler, 2016).

        According to research conducted by ODUMERU & OGBONNA (2013), it is reviewed that Transformational and transactional styles of leadership have fascinated the researcher’s interest in current time. At the same time as some consider both styles of leaders same and some consider both of the leadership styles dissimilar. This article provides a preliminary viewpoint into the distinction between transactionary and transformational leadership sketch from confirmation in text. The transactionary and transformational leadership theories are theoretically different, some fundamentals of the transactionary leadership also included in the transformational leadership. It can also be said that perhaps transformational leadership is one of the most significant management aspects. This is for the reason that leadership is main features which donate enormously to the organizational wellbeing (ODUMERU & OGBONNA, 2013).

        According to research conducted by Effelsberg, Solga, & Gurt (2014), it is reviewed that capacity  of the transformational leadership is to improve willingness of the employees and the supporters to connect in the selfless pro-organizational behavior, , benefit behavior of the organization is unsuitable to be instrumentally use for the purposes of self-serving and approved out in spite of outstanding personal expenses. In addition, it also intended at representative organizational recognition to arbitrate this relationships. The overall transformational leadership has been measured to promote pro-organizational behavior of the employee not just away from potential but also clear of self-centeredness (Effelsberg, Solga, & Gurt, 2014)

According to research conducted by Wang, Oh, Courtright, & Colbert (2011), it is analyzed that transformational leadership is completely connected to personal-level admirer act across types of the decisive factor, with a good association for background performance than to task recital crossways most situation. In calculation, the characteristics of the transformational leadership were absolutely connected to the performance at the squad and association levels. Furthermore, both relative importance and meta-analytic regression analysis time after time demonstrate that the transformational leadership had an augment achieve over transactional leadership to forecast individual-altitude background performance and performance at the team-level. In opposing to the expectation, on the other hand, no amplifying effect of transformational leadership over dependent recompense was found in task performance at individual-level in case of transformational leadership  (Wang, Oh, Courtright, & Colbert, 2011).

References of transformational leaders on employees of organization

Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly , 27, 634–652.

Effelsberg, D., Solga, M., & Gurt, J. (2014). Getting Followers to Transcend Their Self-Interest for the Benefit of Their Company: Testing a Core Assumption of Transformational Leadership Theory. J Bus Psychol , 131–143.

Gunelius, S. (2010, April 7). 5 Dominant Traits of Successful Leader. Retrieved from https://www.forbes.com/sites/work-in-progress/2010/04/07/5-dominant-traits-of-successful-leader/#e9c775541ce3

Kakkar, H., & Sivanathan, N. (2017, August 11). Why We Prefer Dominant Leaders in Uncertain Times. Retrieved from https://hbr.org/2017/08/why-we-prefer-dominant-leaders-in-uncertain-times

Landis, E. A., Hill, D., & Harvey, M. R. (2014). A Synthesis of Leadership Theories and Styles. Journal of Management Policy and Practice , 15, 97-100.

ODUMERU, J. A., & OGBONNA, I. G. (2013). Transformational vs. Transactional Leadership Theories: Evidence in Literature. International Review of Management and Business Research , 2 (2).

Wang, G., Oh, I.-S., Courtright, S. H., & Colbert, A. E. (2011). Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research. Group & Organization Management , 36 (2), 223–270.