criminal justice 2012

Criminal Justice 2012

Project ManagementProfessor Colon

Chapter 5:Transformational

Theory

© 2013 by Pearson Higher Education, IncUpper Saddle River, New Jersey 07458 • All Rights Reserved

Description

Transformational (charismatic) leadership is a process that changes and transforms individuals.

• It is concerned with emotions, values, ethics, standards, and long-term goals

• It includes assessing followers’ motives, satisfying their needs, and treating them as human beings

• It involves an exceptional form of influence that moves followers to accomplish more than what is usually expected of them


Description

In 1978, Burns distinguished between two types of leadership:

• Transactional – Focuses on the exchanges that occur between leaders and followers (e.g., giving a bonus for above-par work, assigning a grade)

• Transformational – A leader engages with the worker and creates a connection that raises the level of motivation and morality in both parties (e.g., attempts to change the values of the organization or its culture)


Charismatic Leaders

Charisma can be defined as:• A special gift that select individuals possess that gives them

the capacity to do extraordinary things; or,• A special personality characteristic that gives a person

superhuman or exceptional powers and is reserved for a few.According to House, a charismatic leader is

dominant, has a strong desire to influence others, is self-confident, and has a strong sense of one’s moral values.


Charismatic Leaders (cont’d)

Charismatic leaders have the following behaviors:

• Are strong role models for the beliefs and values they want their followers to adopt

• Appear competent to the followers• Articulate ideological goals that have moral overtones• Communicate high expectations for followers and are

confident that the followers will meet the expectations• Arouse task-relevant motives that include affiliation, power,

or self-esteem


Charismatic Leaders (cont’d)

Several effects are the result of charismatic leaders:

• Followers trust in leader’s ideology• Similarity between the leader’s beliefs and that of the

followers• Unquestioning acceptance of the leader• Expression of warmth toward the leader• Emotional involvement with the leader’s goals• Followers’ confidence in goal achievement


Transformational Leadership Factors

Idealized InfluenceRegarding leaders who act as strong role models for

followers, the followers identify with these leaders and want to emulate them

They usually have very high standards of moral and ethical conduct; they will do the “right thing”

They are deeply respected by followers who place a great deal of trust in them

They are special and make others want to follow the vision they put forward



Inspirational MotivationLeaders who communicate high expectations to

followers inspires the followers to become committed to and a part of the shared organizational vision

This leader enhances team spirit



Intellectual StimulationLeaders who stimulate followers to be creative and

innovative, and to challenge their own values and beliefs, as well as those of the leader and organization

Leaders who support followers as they try new approaches and develop innovative ways of dealing with group issues

They promote the followers’ thinking on their own and engaging in problem-solving



Individualized ConsiderationLeaders who provide a supportive climate in which

they listen to the individual needs of followersThe leaders act as coaches and advisors while

trying to assist individuals in becoming fully actualized

They may use delegation to help followers grow through personal challenges


Favorable Conditions for Transformational Leadership

• Crisis, change, or instability• Mediocrity• Follower disenchantment• Future opportunity


Transformational Leader Behaviors

• Develop and communicate a vision• Use unconventional strategies• Communicate high expectations and confidence• Show individualized concern• Demonstrate self-sacrifice


Outcomes of Leader Influence Attempts

• Resistance• Compliance• Identification• Internalization


Transactional Leadership Factors

The transactional leader does not individualize the needs of subordinates, nor does he/she focus on their personal development.

They exchange things of value with subordinates in order to advance their own, as well as their subordinates’, agenda.

They are influential because it is in the best interest of the subordinate to do what the leader wants.



Contingent RewardThis is an exchange process between leaders and

followers in which followers exchange effort for a particular reward.

The leader tries to obtain agreement from followers on what needs to be done and what the payoff (reward) will be.



Management-by-ExceptionThis style of leadership involves corrective criticism,

negative feedback, and negative reinforcement. There are two forms:

• Active – The leader watches followers closely for mistakes or rule violations and then takes corrective action.

• Passive – The leader only intervenes after standards have not been met or when problems have arisen.


Transformational vs. Transactional Leadership

Transformational leadership produces greater effects than transactional leadership:

• Transactional leadership results in expected outcomes while Transformational leadership results in performance beyond that which is expected.

• Transformational leadership moves followers to accomplish more than what is expected.

• Transformational followers become motivated to transcend their own self-interests for the good of the group or organization.


Non-Leadership Factor

Laissez-FaireThis is an absence of leadership.This leader abdicates responsibility, delays

decisions, offers no feedback, and provides little help to followers.

There is no exchange with followers nor any attempt to help them grow.

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leaders beliefs

followers trust

followers motives

leaders ideologysimilarity

result of charismatic