Bass Factors
The concept of leadership is crucial to the success of business entities. This is because of the underlying fact that managers of business entities rely on their leadership prowess as a means of propelling the organizations onward (Northouse, 2010). Transformational leadership style occurs as one of the various leadership styles whose effectiveness in enhancing business success has and continues to be hypothesized across different settings. Notable is the fact that transformational leadership is based on four bass factors (Amber, 2012).
Inspirational motivation is one of the bass elements of transformational leadership, and it connotes to the ability of a leader to motivate, create confidence, and stimulate a sense of purpose amongst his followers. Inspirational motivation is dependent on the communications skills harbored by the leader (Amber, 2012). As such, transformational leaders ought to clearly spell out the future vision, what is expected from the followers, and how commitment to the laid out goals can be demonstrated. In a nutshell, transformational leaders remain optimistic and clearly spell out the positive behavior that can leverage the attainment if success by their organizations.
The second bass factor aligned with transformational leadership is idealized influence. With regards to this, transformational leaders possess noble personality traits that influence their followers. Through idealized influence followers of transformational leaders are often inclined to emulate their leaders. The manner in which transformational leaders express idealized influence is accredited to the manner in which they take risks and adhere to values and regulations governing various business or organizational functions (Northouse, 2010).
Individualized consideration is the third bass factor aligned with transformational leadership. Transformational leaders exhibit this factor based on the manner in which they cater to the individual needs of their followers. Followers have personal desires and needs; hence, individualized consideration facet of transformational leadership recognizes such needs and determines an articulate means through which such needs can be met (Amber,2012). In a nutshell, this element allows transformational leaders mentor followers; thus, provide an opportunity through which followers can excel in their duties.
Intellectual stimulation occurs as the other element of transformation leadership, which refers to the manner in which leaders involve their followers. Transformational leaders have an innate admiration for autonomy and creativity amongst the followers (Northouse, 2010). Intellectual stimulation allows transformational leaders to stimulate the efforts of the followers by encouraging them to be creative and involving them in decision making. Through such efforts, transformational leaders provide an ample platform through which the followers can provide concrete solutions to emerging obstacles.
Examples from Experience
An example that illustrates the use of intellectual stimulation is evident in the case of NIKE Inc. Due to intense competition from its competitors, NIKE’s management exhibited intellectual influence by encouraging its sales and marketing representative to come up with creative and innovative sales and marketing means. This contributed to the eventual adoption of social media marketing by NIKE, which has enabled the company to enhance its sales its competitiveness. In a nutshell, the management of NIKE Company involved its sales and marketing representatives in arriving at a decision to adopt digital marketing, especially social media marketing over traditional marketing. This is an apt example that shows the use of intellectual stimulation in the context of organizational management.
An observation that depicts individualized consideration is in the case of Google Inc. whereby the Company realized the fact that its employees have varying dressing preferences. To cater for such preferences, Google Inc. allows its employees to dress the way they want when reporting to work. Such a consideration exhibits the transformational leadership nature of Google’s management. Through this, Google’s employees realize that their needs and desires are considered, and this encourages commitment to the organization’s goals by the employees.
Expectations of Transactional and Transformational Leaders
Transformational and transactional leaders have varying expectations. Transactional leaders expect the followers or subordinates to perform as instructed for them to be rewarded for roles performed. This is contrary to transformational leaders who expect followers to be mutually committed to what the leader seeks to accomplish.
References
Amber, H. (2012). Transformational Leadership and Organizational Citizenship Behaviors: the Role of Organizational Identification. Psychologist-Manager Journal (Taylor & Francis Ltd), 15(4), 247-268.
Northouse, P. G. (2013). Leadership: Theory and practice. Thousand Oaks: SAGE Publications.
