Transactional Leadership Theories
Leadership theories include transactional leadership theories and transformational leadership theories. Transactional leadership theory deals with maintaining the operation flow, using disciplinary powers and an array of incentives as ways of ensuring employees perform as expected (Redman, 2013, p 33). Transactional leadership is tailored towards ensuring that everything is running smoothly.
Conversely, transformational leadership involves going beyond the day to task to come up with strategies that would make the organization performance improve and achieve the intended objectives. Some of the activities conducted by transformational leaders include promotion of team building, motivation and employee collaboration to accomplish the expected change (Redman, 2013, p 41).
On the other hand, emotional intelligence theories emphasize on the ability to comprehend and effectively manage individual emotions and of others. The objective of a leader is to accomplish the set task keeping in mind the team to ensure that everything runs as expected. The four elements of emotional intelligence include self-management, awareness and social skills (MacFarlane, et al, 2011, p 69).
Transformational leadership mostly encourages teamwork and motivation of employees to work together to accomplish the set objective. As a transformational leader, it is important to set goals and incentives that push employees to perform to the best of their abilities at the same time providing opportunities for personal and professional growth.
On the contrary, transactional leadership can be applied through formal authority and responsibilities. Employees will obey the directives that result in expected performance. Transactional leadership can be applied by using both incentives and punishment to enhance performance behaviors (Stainback and Tomaskovic-Devey, 2012, p 74).
Espinilla et al., (2013, p 227) highlight that emotional intelligence theory can be applied by coming up with a strategic plan. Understanding emotions in this process entails perceiving, and managing them. For instance, perception of emotions can be done through surveying to understand customers’ feelings about a specific product. Understanding emotion involves documenting the impact of various market plans by paying close attention to emotional aspects and financial implication. Managing emotion deals with understanding how to be a leader and encouraging desired emotional reaction that will generate positive outcomes.
At Hounslow tasks should be allocated equally to promote good working relationships and easy management. Every staff needs to comprehend and be made aware of their job description and additional responsibilities. Some of the attributes and features that can help in improving work relationship include trust and honesty.
Additionally, reliable individuals can easily provide constructive feedback and share experiences with other colleagues to impart knowledge and the relevant skills to other colleagues. Effective communication and interaction skills are necessary to manage working relationships (Stainback and Tomaskovic-Devey, 2012, p 77).
Strategies that improve team building also enhance intrapersonal work relationships. Building a conducive environment where communication is open and clear goals are stipulated will results to efficient performance. Team building makes every employee feel valuable in the organization.
Organization structure refers to infrastructure and human resources and how they are utilized to achieve the specified goals. The overall organization structure needs to be designed to motivate employees to work to the best of their abilities. Work coordination, general operation, employee function and the organization culture need to be conducive to create innovative cultures that foster the competitive advantage of an organization (MacFarlane, et al, 2011, p 76)
Managing working relationship requires that leaders should trust employees to carry out their duties to high standards. According to CITATION an effective leader is required to respect their employees, be considerate, honest and value their employee’s opinions. Leaders are required to enhance the culture of openness within their teams and put a lot of effort to understand the different values, backgrounds and perspectives of each team members.
Stainback and Tomaskovic-Devey (2012, p 143), explain that working as a team requires effective communication because teamwork focuses more on collaborative efforts to achieve the goals of the organization. Constructive feedback is a process where individuals facilitate a conducive environment to acquire additional skills using appropriate communication strategies. Communication skills require a good understanding of employee perspective on certain issues hence developing a good teamwork.
My own development is primarily influenced by management and leadership approach. As such, I will utilize performance appraisal to help me identify my areas of weaknesses and strengths. I will focus on improving on my weakness by undergoing training or improving myself using self-directed reading to improve my management knowledge.
I will also acknowledge other managers approaches and try to learn from successful managers and leaders. However, I consider the use of team target setting and task allocation to be the most effective management approach. The reason is because I have learned that task allocation not only benefit an individual but a team as a whole.
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