Den transformerende ledelsesstil
Transformerende ledelsesstil ses ofte som den mest effektive stil. Nogle af nøglepunkterne ved denne form for ledelsesstil er mulighederne for at motivere og inspirere følgerne og direkte skabe positive ændringer i gruppen.
Transformerende ledere er ofte følelsesmæssigt intelligente, energiske og passionerede. De er ikke kun engagerede om at hjælpe organisationen til at nå deres mål, men også i at hjælpe gruppemedlemmer med at udnytte deres fulde potentiale.
Forskning har vist, at denne type lederskab resulterer i bedre præstation og forbedret tilfredshed for gruppen end andre ledelsestyper. Et studie har fundet, at transformerende lederskab giver forbedret trivsel for gruppemedlemmer.
Den transaktionelle ledelsesstil
Den transaktionelle ledelsesstil ser leder-følger forholdet som en transaktion. Ved at acceptere en position som et medlem af gruppen, har individet accepteret at skulle følge lederens ordre. I de fleste tilfælde involverer dette medarbejder-arbejdsgiver-forholdet, og transaktionen fokuserer på, at følgeren opfylder de påkrævede opgaver for at få en monetær kompensation.
Én af de store fordele ved denne ledelsestype er, at den skaber tydeligt definerede roller. Folk ved, hvad der er krævet af dem, og hvad de vil få i bytte for at udføre disse opgaver. Ydermere giver det lederne mulighed for at tilbyde opsyn og retningslinjer, hvis det er nødvendigt. Én af de største negativer er, at den transaktionelle stil ofte kvæler kreativiteten og ”ud af boksen”-tænkning.
NOTER:
Er bygget på kontrakttilfælde, og nogle gange kaldes transformationelt lederskab også for ledelsesmæssigt lederskab.
Systemet er bygget på belønning og straf. Regler og standarder er implementeret for alle medarbejdere. Medarbejderne holdes under tæt opsyn.
Giver muligheden for at lave beslutninger for virksomheden og lede underordnede. De tre vigtigste evner inkluderer:
1) Menneskelige evner – evnen til at interagere og motivere;
2) Tekniske evner – viden og kyndighed inden for sit fag;
3) Konceptuelle evner – evnen til at forstå koncepter, udvikle idéer og implementere strategier.
Kompetencerne inkluderer kommunikation, responderende adfærd og forhandlingstaktikker.
Fordele:
Alle har en klar, veldefineret rolle, hvilket skaber mindre forvirring, og der kan argumenteres for, at det er ydelsesdrevet. De drives af en belønning, så virksomheden fungerer godt.
Ulemper:
Fokus ligger på ydelse, så hvis medarbejdere ikke har mulighed til at forbedre deres situation og føler sig pressede, vil det være svært for dem at føle sig tilfredse med deres arbejde. Kreative tænkere kan have svært ved at trives grundet det stringente opsyn, hvilket kan skabe mistillid. Medarbejderne kan hurtigt blive trætte af arbejdet og sige op, da der ikke skabes en god forbindelse til jobbet.
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The Transformational Leadership Style
Transformational leadership is often regarded as the single most effective style. Some of the key characteristics of this style of leadership are the abilities to motivate and inspire followers, and to direct positive changes in groups.
Transformational leaders tend to be emotionally intelligent, energetic and passionate. They are not only committed to help the organization achieve its goals, but also to help group members fulfill their potential.
Research has revealed that this style of leadership results in higher performance and improved group satisfaction than other leadership styles. One study also found that transformational leadership led to improved well-being among group members.
The Transactional Leadership Style
The transactional leadership style views the leader-follower relationship as a transaction. By accepting a position as a member of the group, the individual has agreed to obey the leader. In most situations this involves the employer-employee relationship, and the transaction focuses on the follower completing required tasks in exchange for monetary compensation.
One of the main advantages of this leadership style is that it creates clearly defined roles. People know what they are required to do and what they will be receiving in exchange for completing these tasks. It also allows leaders to offer a great deal of supervision and direction if it is needed. Group members may be motivated to perform well to receive rewards. One of the biggest downsides is that the transactional style tends to stifle creativity and out-of-the-box thinking.
NOTES:
Is built on contract application, sometimes transformational leadership is called managerial leadership.
The system is built on rewards and punishment. Rules and standards are implemented for all employees. Employees are monitored closely.
The ability to make business decisions and lead subordinates within a company. Three most common skills include:
1) Human skills – the ability to interact and motivate;
2) Technical skills – the knowledge and proficiency in the trade;
3) Conceptual skills – the ability to understand concepts, develop ideas and implement strategies. Competencies include communication, response behavior and negotiation tactics.
Pros:
Everybody has a clear and well defined role, this creates less confusion and you can argue that this is performance driven. They are driven by a reward, so the factory works well.
Cons:
The focus is on performance, so if some employees are not able to improve their situation and feel stifled, it will be hard for them to be satisfied with their work. Creative thinkers may not thrive because of the strict monitoring, which can introduce mistrust. Employee turnover may be higher than average, since there is not created some kind of connection.