Transformational leadership style is based on the process where leaders adopt the methodologies to raise the level of of molarity and to motivate the employees. Basically transformational leadership style is a model that is based on integrity and eqaul distribution that set clear goals for trhe organization that encourage the working team and inspire to to work for common interest. As concerened with the case, Ella is working with a team of 25 employees and facing the situation of high load work in the team that is a tough job to handle the extra work with the different conflicts that has been occured among the employees. Now she wants to adopt the leadership style so that she couold handle the work and motivate her team. Transformational ledership style is implemented to inspire and motivte the employees to work for common interest andput aside the self-interest.

As the team is very disappointed from Ella therefore she needs to implement the policies that could overcome the conflicts between the team and the leader. With the implementation of the transformational style there may be motivation in the work of the employees. Ella has to create inspiring vision of the future as the workers could see the better performance result in the work. She has to motivate the customers to get their services and put her vision into practical form to buiold long term and strong relationship with the team. With this implementation employees could get self confidence that they are important for the team and everyone in workforce could attain the importance of the work done by them (Dobre, 2013)..

Transformational leaders have motivation, scholarly knowledge and individualized thought of workers. Such leaders empower great communication systems and a feeling of trust, empowering transmission and sharing of information and age of information slack. Given the vulnerability about the regions wherein information might be helpful, information slack builds the most likely that new data looks like existing data and along these lines the chance of disguising data effectively. Ella is adopting transformational leadership style that improve the basic skills and the capacity of the organization to improve working of the workforce. This situation is based on the Improvements of the workforce that are designed in the organizational structure (Masso, McCarthy, & Jackson, 2017).

The improvement of the structure is based on the research to increase the research and development. With the implementation of organizational strength and the capacity of workers could be increased their work. In the passion to achieve the goal, they insist they become inspired by the policies of their leader. Situation becomes favorable for the working environment and Ella. This tactic is used to gain the Knowledge and to stimulate the work. This situation relies on the reality of the intellectual capital and tells the employees to work in the challenging situation. To improve and innovate the performance, transformational leadership or the major part of integrated process took to build and learning organization. They are strategic in creating targets that stimulate the disciplines of the organizational learning and attain those defined goals in the workplace (Maiers, 2019). The perception of Ella and organizational learning influence her effort to increase the productivity and overcome the external difficulties such as conflict and other disputes it to prevent them and to improve the quality of the work. With the implementation of transformation leadership style, the behavior of workforce affects the Innovative behavior in positive way.

The importance of the Transformation a leadership style is that it echoed the perception of innovation and the goal that are to be obtained from the workforce. It helps a lot to motivate the employees in and to work for common advantage in the organization. It motivates the worker to create and share the information that is gathered from different resources, knowledge collected from different resources as necessary to facilitate the every employee that is that is working in the Organization (Broman, 2017). The learning about innovation and the non existence of the obstacles made the made an environment that improve the practical life of the employees as well as of the organization transformation a leader invest continuously in the developing work of them. Team that is highly effective and innovative for the world It helps a lot to create the working environment according to the innovative measures in the competitive and creative world of business. Firms or organization are working more intellectually in the different task or greater to get benefits in the different knowledge Resources. However, the job is not fully satisfied and the procedures are not acceptable by the employer employees.

It could be changed with the help of consultation with their leader. Transformational leaders enabled on new opportunity in the business that is helpful to explore the knowledge of employees and get the tactics of worker. With the help of implementation of transformational leadership style, it promotes the organization towards the learning and organization. Success is based on innovative ideas that are implemented by the leaders. An organization learned through the experiments, and it was the best way to experiment about the working of employees under a group all team. Team is working more intellectually and inspiring (Hobbs & Rice, 2013; Mills, 2014)..

Based on Authentic Leadership Theory

It revolves around the ethical behavior of leader. That enables the employees to work according to the right way; it creates an atmosphere of openness in the form. According to the George, Good quality of leader is to have work in good quality of Working in the environment that is based on ethically and morality fear in every aspect of the work. An authentic leader does not proud of his/her power and money or not pretend to be ego and authentic leader pushed the interest of organization at 1^st and then herself as Ella is working. According to the authentic leadership qualities, as she preferred to work more fairly and according to the requirement of the organization Ella is freaking and she had to manage all that. There are many conflicts between the workers in form of Ella, but she wants to improve the relationship of the employees between them. Working in the firm or group is important.

Everyone has its own value and expertise that are necessary in the project and. No one can deny it. Ella is helping the employees to work in the organization, according to the ethics, and behave ethically with one another. Ella is reliable and trustworthy and respects the people so she could adopt authentically, receive style easily and it based on the personal observation of the leader. Ella is capable to adopt the authentic leadership so it could be beneficial for the team to work under the supervision of Ella. Authentic leadership style affects the relationship of leader and the group members. This is because it is not too much successful in their team. There are employees that depend on the collaborative mood of the workers.

The role of team leader is significant in successfully achieving the goals of the organization and for this purpose, relationship of group members and the leader must be strong in a sense, to work together for a common purpose in the sense that the authentic leadership can contribute in the success and progress of the organization. It is helpful to attain the goals of the organization. According to social exchange and the team members perform different tasks that are creates to get positive and negative results. That promotes the motivation and the effects emotions of employees are team performance is determined by the success of exchanging task between the team members and the group leader to make it effective.

References of Leadership styles and theory

Broman, G. I.-H. (2017). A framework for strategic sustainable development. Journal of Cleaner Production , 17-31.

Dobre, O.-I. (2013). Employee motivation and organizational performance . Review of Applied Socio- Economic Research , 5 (1), 53.

Hobbs, M. H., & Rice, C. (2013). Gender and Women's Studies in Canada: Critical Terrain. Canadian Scholars’ Press.

Maiers, J. (2019). The Development of Organizational Change Capacity for Business Sustainability. PhD diss., The College of St. Scholastica .

Mills, M. J. (2014). Gender and the Work-Family Experience: An Intersection of Two Domains. Springer.