How do I respond to this in 100 words? We have been asked to look at the differences between transformational leadership and managerial leadership for this week's discussion. Although these two styles interact in many ways, one is independent of the other, requiring employee interaction (McShane & Von Glinow, 2022). Nevertheless, some significant differences between the two cause conflict inside the organization, mainly based on the attitudes of the overall culture of Vauclair et al., 2014). For these facts alone, it is vitally important that leaders understand the culture and then adjust their leadership style accordingly to ensure financial health and long-term sustainability. Transformational leadership is a style where, as a leader, you have a stable culture within your organization and can manage the employees in a macro manner of leadership, allowing for individual growth through individuality (McShane & Von Glinow, 2022). An example of transformational leadership would be for a manager to "model the vision." In other words, the employees view the leader as the model by which they should perform (Schaufeli, 2015). This could also be considered mentoring and developing employees to be better versions of themselves while simultaneously building commitment to the vision (McShane & Von Glinow, 2022). In contrast to transformational leadership, managerial leadership is more of a micro-type of leadership where the manager does not allow for individualism but instead hovers over the employees (McShane & Von Glinow, 2022). An excellent example would be a manager with a culture of rebellion or employees who do not buy into the company's mission and vision, creating an environment that breeds productiveness and psychological drain (Ostapenko, 2015). To combat this, managerial leadership ensures that the manager manages and supervises all actions, including observation of workflow and other operational considerations,
How do I respond to this in 100 words?
We have been asked to look at the differences between transformational leadership and managerial leadership for this week's discussion. Although these two styles interact in many ways, one is independent of the other, requiring employee interaction (McShane & Von Glinow, 2022). Nevertheless, some significant differences between the two cause conflict inside the organization, mainly based on the attitudes of the overall culture of Vauclair et al., 2014). For these facts alone, it is vitally important that leaders understand the culture and then adjust their leadership style accordingly to ensure financial health and long-term sustainability.
Transformational leadership is a style where, as a leader, you have a stable culture within your organization and can manage the employees in a macro manner of leadership, allowing for individual growth through individuality (McShane & Von Glinow, 2022). An example of transformational leadership would be for a manager to "model the vision." In other words, the employees view the leader as the model by which they should perform (Schaufeli, 2015). This could also be considered mentoring and developing employees to be better versions of themselves while simultaneously building commitment to the vision (McShane & Von Glinow, 2022).
In contrast to transformational leadership, managerial leadership is more of a micro-type of leadership where the manager does not allow for individualism but instead hovers over the employees (McShane & Von Glinow, 2022). An excellent example would be a manager with a culture of rebellion or employees who do not buy into the company's mission and vision, creating an environment that breeds productiveness and psychological drain (Ostapenko, 2015). To combat this, managerial leadership ensures that the manager manages and supervises all actions, including observation of workflow and other operational considerations,
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