Transformative bring about changes that are permanent and

Transformativeleadership is very critical in enhancing employee’s personal growth in any organization.

It is geared to enlargevision of employees, clarify organizational purpose to align individual behaviorwith organizational beliefs, principles, or values and bring about changes thatare permanent and self-perpetuating to build a sustaining momentum forachieving organizational goals. As part of achieving transformative leadership tobuild public and private institutions that deliver in meeting global, regionaland national development goals, transformative leadership development hasbecome a priority for various development blueprints. For example, theSustainable Development Goal 16 aims at building effective, accountable andinclusive institutions to achieve sustainable Development at all levels;aspiration 3 of the Agenda 2063 (of the African Union) advocates Bold,Visionary, Ethical and responsive leadership to achieve Africa of goodgovernance, democracy, respect for human rights, justice and the rule of law. Further, in Kenya Vision 2030advocates for an efficient, motivated and well-trained public service as one ofthe critical foundations of the development agenda therefore leadershipdevelopment becomes critical for organizational and institutional developmentby having a motivated workforce. Personaldevelopment at work increases individual capacity to thrive and attain highlevels of success. Thriving at works is mainly attributed to vitality and learning.There is a positive relationship between thriving and work-related outcomessuch as increased job performance, innovation, satisfaction at work and commitmentto organizational goals.

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Transformative leadership that dictates the nature ofsocial working environment shapes the experience of thriving. It has aspects ofbeing supportive/motivating or challenging/straining depending on theleadership style adopted and therefore suitable for individuals thriving. Transformativeleadership can positively influence employees’ wellbeing and effectiveness. Onthe other hand, it can also drain employees’ energy, as it is relatedpositively to strain. Therefore, transformative leadership has both motivatingand demanding aspects that needs to be moderated for general welfare of boththe employer and employee. Emotionalexhaustion is one of the energetic resources that adversely affects transformativeleadership behavior for thriving.

Exhausted employees are not able to gain fromtransformative leadership style since emotional exhaustion lowers employee taskmastery and proactivity. However supportive and challenging aspect oftransformative leadership enhances vitality and learning of employee leading toenhanced outcomes. Consequently, leadership behavior and inter individual differences(level of emotional exhaustion) can help organizations create situations orenvironment that foster better work outcomes.

Stable work conditions anddynamic resources creates a socially embedded environment that enablesemployees to thrive consequently promoting their wellbeing and health. Howeverpsycho-social stressors may negatively affect the capacity of transformational leadershipbehaviors and the employees’ thriving. Nexus between Transformative Leadership Styles,Thriving and OutcomesTransformativeleadership can be described as the meaningful and creative exchange between thosein leadership and their followers with the aim of guiding followers inachieving organizational goals. Transformative leadership is multi-faceted behaviorsand can be divided into four dimensions, namely; intellectual stimulation,idealized influence, inspirational motivation, and individualizedconsideration. Inspirational motivation involvesproviding followers with optimism and enthusiasm about shared goals instead ofindividual goals.

Leaders should communicate their visions in a manner thatinspires the followers to act as an effort to fulfill the vision. Inspirationalmotivation helps employees to remain focused on the organizational or groupvision no matter the challenges that may arise.  Idealized Influence isthe ability of transformational leader to clearly articulate a vision tofollowers and ability to motivate the followers to join the vision. Thisincreases the followers trust on the leaders consequently creating a positiveworking relationship. This enables the followers to identify themselves withtheir leader and become enthusiastic of their tasks as a sense of mission istransferred to them by the leaders.Individualized Consideration entailsthe leader playing the role of amentor by assigning responsibilities to the followers as opportunities forgrowth and development through process of self-actualization. In this caseleaders develop personal relationships with the followers.

The leaderpersonalizes leadership and establishes goals for each follower according totheir strengths. This leadership style provides support, encouragement and supportto the followers. Intellectual stimulation involves getting followers to question theexisting methods of solving problems by encouraging them to improve upon thosemethods. This leadership styles stimulates individual cognitive ability andexcites individual independent thinking to solve problems.

This style enablesfollowers to generate new ideas of doing things which greatly impacts performance.Intellectual stimulation appeals follower’s needs for growth and achievement inways that are attractive to him/her.Benefitsof Transformative LeadershipTransformative leadership fosters thrivingthrough satisfying needs and providing support. It offers degree of freedom toa given way to fulfill a task, offer opportunity to enhance follower’sknowledge and skills, strengthen bonds between leader and follower throughcharismatic role model, setting standards and goals for the future, providingmeaning and optimism, taking new perspectives into account and giving supportand training.Transformativeleadership leads to satisfaction of employee needs hence positively related tovitality that leads to enhanced outcomes.

It enables leaders to share visionwith employees, challenge employees to rethink new ways of doing thinks, makeemployees aware of expected outcomes, being aware of employee individual needsand professional growth leading to thriving of the employees in theorganization.Furtherit also fosters thriving by providing meaning to employee’s contribution whichenhances employees’ self-esteem and well-being. Supportive component oftransformative leadership also promotes thriving through idealized influencehence promoting the wellbeing and learning of the employee.

Therefore, alldimensions of transformative leadership have the potential to foster thriving henceenhanced outcomes.Highlyambitious employees are normally willing to invest high levels of effort profitfrom support provided by transformative leaders despite their high levels ofemotional exhaustion (lack of energy resources) more than less ambitiousemployees. Lack of energy resources hinters employees from the manyopportunities that transformative leadership provides such as high performance,a vision and values, critical reflections and support through training andcoaching. 


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