THE IMPACT OF TRANSFORMATIONAL LEADERSHIP ON MOTIVATION … · Keywords: Transformational Leadership, Maslow's Hierarchy of Needs, Personal Outcomes, Organizational Outcomes, motivation,

ELK ASIA PACIFIC JOURNAL OF LEADERSHIP AND INNOVATION MANAGEMENT ISSN 2394-0417 (Online); EAPJLIM/issn. 2394-0417/2015; Volume 4 Issue 2 (2018)

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THE IMPACT OF TRANSFORMATIONAL LEADERSHIP ON

MOTIVATION AND PERFORMANCE OF THE FOLLOWERS

Nirmal Acharya

University of

Newcastle,

Melbourne,

Australia

nirmal.nilu007@g

mail.com

Abhishek Sharma

Swinburne

University of

Technology,

Melbourne,

Australia

sharmaabhishek570

@gmail.com

Dave Aum

Nitishbhai

Maharaja

Krishnakumarsinhji

Bhavnagar

University,

Gujarat, India

aumndave7@gmail

.com

Avijit

Chowdhury

University of

Southern

Queensland,

Toowoomba,

Australia

chowdhury.avijit

@gmail.com

ABSTRACT Transformational leadership has attracted broad consideration administration examine. On account of

their novel attributes, pioneers impact the company and society overall. In the companies,

transformational leaders could be an upper hand to expand the adequacy and execution of such

companies. In this field, the impact of transformational leadership on employee motivation and

performance of the followers is an essential aspect. This study analyzes how transformational leaders

encourages and motivates followers to achieve higher levels of performance. For this purpose,

Maslow's Hierarchy of Needs and other previous literatures are utilized. Finally, in our conclusion, it

is concluded that there is a significant relationship between transformational leadership and employee

motivation and performance of the followers.

Keywords: Transformational Leadership, Maslow's Hierarchy of Needs, Personal Outcomes,

Organizational Outcomes, motivation, performance

1. INTRODUCTION

There is an increasing demand in many

industries now a day and everybody

wants to perform better, developing a

better structure as well as effective

leadership performance so that it will

help them ensure that the change will

lead to increase profitability, efficiency

and effectiveness (Pittaway,

Carmouche, & Chell, 1998; Slattery &

Olsen, 1984). In spite of the fact that

specialists can't fundamentally accept

that "better" administration prompts

"better" business execution, some

comprehension of the relationship

between leadership and business

execution is needed.

Administration can be characterized as

a social impact process. It includes

deciding the gathering or association's

goals, empowering conduct in quest

for these destinations, and affecting

culture and group maintenance (Yukl,

1994). It is a phenomenon of a group;


there are no pioneers without

adherents.

Managers use diverse initiative

practices in work settings. Their

practices will have direct consequences

for representative results. Sufficient

utilization of their practices may bring

about higher worker fulfillment,

responsibility, and gainfulness. In this

way, compelling utilization of pioneer

conduct will build the viability of both

the pioneer and the association.

2. BEHAVIORS OF LEADERS

AND ITS EFFECTIVENESS

The effect produced by

transformational leadership is much

more than the effect produced by

transactional leadership (Bass &

Avolio, 1990; Dvir T. , Eden, Avolio,

& Shamir, 2002).

Figure 1: Outcome of organization

with transactional leadership, Source:

(Bass & Avolio, 1990)

The organization with

Transformational leadership shows

results that are beyond expectation but

the organization with transactional

leadership shows results that are

expected (see the figure above). In the

transformational leadership literature

in a meta-analysis of 39 studies,

(Lowe, Kroeck, & Sivasubramaniam,

1996) found that people who showed

transformational administration were

seen to be more powerful pioneers

with preferable work results in

comparison to people who displayed

only value-based leadership i.e.,

transactional leadership style. These

discoveries were valid for oth the

lower and higher level of pioneers and

in addition for pioneers out in the

private and public settings.

Transformational authorities influence

their supporters in such a way that they

perform more than anticipated. They

get to be roused to rise above their own

particular leisure activities toward

oneself for the benefit of the

organization or group (Bass & Avolio,

1990; Northouse, 2001).

3. ELEMENTS OF

TRANSFORMATIONAL

LEADERSHIP

3.1. Individualized

Consideration

The extent to which the pioneer takes

care of each adherent's necessities,

goes about as a guide or mentor to the


devotee and listens to the supporter's

worries and needs. The pioneer gives

sympathy and bolster, keeps

correspondence open and spots

challenges before the supporters. This

likewise incorporates the requirement

for admiration and praises the

individual commitment that every

supporter can make to the group. The

supporters have a will and yearnings

for self-advancement and have

inherent inspiration for their

assignments.

3.2. Intelligent Stimulation

The extent to which the pioneer

challenges suspicions, goes out on a

limb and requests supporters' thoughts.

Pioneers with this style fortify and

support innovativeness in their

adherents. They support and create

individuals who think freely. For such

a pioneer, learning is a worth and

surprising circumstances are seen as

chances to learn. The adherents make

inquiries, ponder things and make

sense of better approaches to execute

their assignments.

3.3. Persuasive Motivation

The extent to which the pioneer

verbalizes a dream that is engaging and

rousing to adherents. Pioneers with

moving inspiration challenge

supporters with elevated expectations,

impart good faith about future

objectives, and give intending to the

current workload. Devotees need to

have a solid feeling of reason in the

event that they are to be roused to act.

Reason and significance give the

vitality that drives a gathering forward.

The visionary parts of administration

are bolstered by relational abilities that

make the vision justifiable, exact,

intense and locks in. The adherents are

willing to put more exertion in their

undertakings, they are empowered and

idealistic about the future and trust in

their capacities.

3.4. Admired Influence

Gives a good example to high moral

conduct, ingrains pride, additions

regard and trust.

As an advancement apparatus,

transformational administration has

spread as of now in all parts of western

social orders, including administrative

associations. As a case, the Finnish

Defence Forces is utilizing broadly

Deep Lead Model as fundamental

arrangement of its administration

preparing and improvement. The Deep

Lead Model is taking into account the

hypothesis of transformational

initiative (Kinnunen, 2011).

4. EXPLANATION IN

RELATION WITH

THEORY


In the event that you are acquainted

with Maslow's hierarchy of Needs,

Transformational Leadership would fit

into the higher level, as it obliges an

higher state of credibility, self-regard

and self-completion to effectively be a

Transformational Leader. Goals are

higher in Maslow's Hierarchy, which

does suggest that lower concerns, for

example, wellbeing and security must

be sensibly protected before

individuals will give careful

consideration to the higher potential

outcomes (Covey, 2007).

Figure 2: Maslow's hierarchy of Needs

Utilizing social and profound values as

a motivational lever is intense as they

are both difficult to deny furthermore it

give individuals an inspiring feeling of

getting connected with a higher reason,

consequently playing to the

requirement for a feeling of importance

and personality (Covey, 2007).

5. PERSONAL OUTCOME

Research studies have over and over

demonstrated that transformational

administration is decidedly associated

with individual results (Dumdum,

Lowe, & Avolio, 2002). The

relationship between transformational

administration and individual results,

for example, work fulfilment and

responsibility is entrenched. (Bass B.

M., Leadership and performance

beyond expectations, 1985) announced

that transformational pioneers move

their adherents to go well beyond their

own particular self-hobbies for the

purpose of the association in general.

Accordingly, these pioneers have the

capacity to bring a more profound

understanding and valuation for

information got from every part. (Bass

B. M., Leadership and performance

beyond expectations, 1985) further

contended that transformational

pioneers urge adherents to think

basically and search for new ways to

deal with carry out their employments.

This test given to adherents persuades

them to wind up more included in their

undertakings which brings about an

increment in the level of fulfilment

with their work and duty to the

organization. (Dvir T. , Eden, Avolio,

& Shamir, 2002) demonstrated that

transformational pioneers had a direct

effect on devotees' strengthening,

profound quality, and inspiration. In

another trial study, (Barling, Weber, &


Kelloway, 1996) reported a huge effect

of transformational initiative on

subordinates dedication and unit-level

money related performance. By

demonstrating regard and trust in their

supporters, transformational pioneers

make an awesome level of trust and

reliability from the adherents to the

degree that supporters are willing to

relate to the pioneer and the

association. This trust and dedication

brings about adherents who confide in

and relate to the pioneer and are

willing to focus on the association

even under extremely troublesome

circumstances. (Ref Table- 1)

Transformational leadership has a

constructive impact on individual

results. Numerous writing had shown

that transformational initiative has a

positive impact on strengthening,

employment fulfillment, responsibility,

trust, suitability toward oneself

convictions, and inspiration (Bono &

Judge, 2003). From a hypothetical

viewpoint, the review of literature

fortified the applied model of

transformational initiative proposed by

(Bass B. M., Leadership and

performance beyond expectations,

1985) and showed that

transformational authority is altogether

associated with the result of the

individuals.

As per (Bass B. M., Two decades of

research and development in

transformational leadership, 1999),

there is a reasonable requirement for

more noteworthy consideration here to

comprehend the systems through

which transformational initiative

impacts individual demeanor with a

specific end goal to add to a more

finish comprehension of the internal

workings of transformational

administration.

6. ORGANIZATIONAL

OUTCOME

Transformational leaders impact their

followers by rousing and motivating

them to attain to hierarchical objectives

(Bass & Avolio, The multifactor

leadership questionnaire – 5x short

form, 1995). Transformational

pioneers likewise attempt to help

subordinates envision engaging future

results identified with the association.

Exploration has demonstrated that

transformational leaders influence

hierarchical results, for example,

authoritative citizenship conduct,

hierarchical responsibility, work

fulfilment, exertion, and in-part

execution (Nguni, Sleegers, &

Denessen, 2006). (Ref Table- 2)


6.1. Organizational

Citizenship Behaviour/

Performance

Research in the past has demonstrated

that there is a direct influence of

transformational leadership on

organizational citizenship behaviour/

performance (MacKenzie, Podsakoff,

& Rich, 2001; Koh, Steers, & Terborg,

1995).

Organizational citizenship behaviour/

performance is positive, benevolent

conduct for associations in light of the

fact that it includes representatives

offering help to one another without

the desire that those getting the

assistance will need to give anything

back consequently (Nguni, Sleegers, &

Denessen, 2006).

Transformational pioneers are accepted

to "animate supporters to perform past

the level of desires" (Bass B. M.,

Leadership and performance beyond

expectations, 1985). Hence, it appears

to be likely that transformational

pioneers, by empowering devotees'

authoritative citizenship conduct,

improve quality and amount of devotee

execution.

(Bass B. M., From transactional to

transformational leadership: Learning

to share the vision, 1990) hypothesized

that transformational initiative makes

workers who are unselfish,

dependable, and associated with the

association. These sorts of

representatives frequently perform past

what is anticipated from them in

connection to their sets of

expectations. Several research have

demonstrated a direct association

between transformational initiative and

the accompanying hierarchical

citizenship practices: excellence,

helping, sportsmanship, cordiality, and

benevolence (MacKenzie, Podsakoff,

& Rich, 2001).

6.2. Organizational Culture

The impact of transformational

pioneers on authoritative societies can

be seen in the workers who work in the

association. Transformational pioneers

help their followers to find who they

are and what role they play in order to

help the association attain to its main

goal. By associating with followers in

this way, transformational pioneers

help subordinates build their level of

duty to the association.

Transformational pioneers likewise

impact the association's way of life

through its effect on authoritative

gainfulness. At the point when the

qualities and the way of life of an

association are accentuated by

transformational pioneers, profit and

development inside the association


makes strides. Also, transformational

pioneers impact hierarchical culture by

helping associations see the world in

distinctive ways. As the outer

environment of the association

changes, transformational pioneers

impact authoritative culture by helping

associations adjust to this new

environment.

6.3. Organizational Vision

Transformational leadership has four

elements as mentioned above i.e.,

Individualized consideration,

Intelligent stimulation, persuasive

motivation, and admired influence

(Bass B. M., Leadership and

performance beyond expectations,

1985) which includes spurring

individuals, building an establishment

for initiative power and uprightness,

and rousing an imparted vision without

bounds. Building up a straightforward

vision and motivating subordinates to

seek after the vision is of extraordinary

significance to transformational

pioneers.

Transformational leaders accentuate

new conceivable outcomes and

advance a convincing vision without

bounds (Tucker & Russell, 2004). A

solid feeling of reason aides their

vision. Changing associations drove by

changing pioneers speak to human

qualities that lift their sights over the

normal, regular components of an

unthinking, power-arranged

framework. Transformational pioneers

show enthusiastic motivation (Hersey

& Blanchard, 1996) and visibly model

proper practices (Kouzes & Posner,

1987). The objective is change that

raises the associations to new and

energizing conceivable outcomes. To

achieve the objective, associations

must get new vitality and vision from

their pioneers. The methodology of

transformational authority develops out

of this feeling of vision and vitality.

Transformational leaders are essential

in all associations. The essential

objective of these pioneers is to change

the current structure of the association

and rouse authoritative workers to have

confidence in another vision that has

new open doors (Tucker & Russell,

2004) for the individual and the

association all in all.

7. CONCLUSION

Researching the impact of

transformational leadership style on

different hierarchical and individuals

results can give associations and

pioneers profitable understanding

identified with authoritative and

worker conduct. The exposition has

shown that transformational leadership

style has a direct impact on


hierarchical citizenship

conduct/execution, authoritative

society, and hierarchical vision. It has

additionally demonstrated that

transformational administration affects

certain attributes identified with the

devotee, for example, strengthening,

duty, ampleness toward oneself

convictions, work fulfilment, trust, and

inspiration. Transformational pioneers

emphatically influence the

authoritative vision and if there are any

arbiters between the pioneer and the

vision. Despite the fact that the

authoritative and individual practices

inspected in this study have been

indicated to be intensely impacted by

transformational authority, this study

does not give a comprehensive

exchange of every last one of ways

these practices are affected by

transformational administration. It

likewise demonstrated that

transformational authority is joined

with strengthening through ampleness

toward oneself. The exploration above

has shown that transformational

leadership style is positively connected

with authoritative responsibility in a

mixture of hierarchical settings and

societies.

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LIST OF TABLES:-

Table 1: Personal outcomes and it’s characteristics

Personal Outcomes Characteristics

Empowerment 1. Followers’ power to think on their own

2. Participative Climate


3. Self-efficacy

Job Satisfaction 1. Stems from follower’s perception

2. Responsibility and autonomy in work tasks

Commitment 1. Enthusiasm

2. Work Experiences, organizational and

3. Personal factor serve as antecedents

Trust 1. Essential in relationship between transformational

leaders and followers

2. Determines much of the organization’s character and

influences organizational structure

Self-efficacy beliefs 1. Influences pattern of thoughts, emotions and actions

2. Increases when leader shows confidence in followers

Motivation 1. Extra effort is an indicator

2. High Energy level among followers

3. One of three main domains of follower’s development

Table 2: Organizational outcomes and it’s characteristics

Organizational Outcomes Characteristics

Organizational Citizenship

Behaviour/ Performance

1. Positive benefits for organizations and

organization personnel

2. Positive, selfless behaviour

3. Positive effect on employee performance

Culture 1. Influence of leader can be seen in employees

who work in organization

2. Impacts commitment, performance and

productivity

3. Revision of shared assumptions and values

Vision 1. Followers’ frame of reference or thinking is

changed so that they see new opportunities that

were not noticed before

2. Followers are inspired to reach their potential

in the context of the work that needs to be done

to archive the organization’s vision and


mission

Documents

THE IMPACT OF TRANSFORMATIONAL LEADERSHIP ON MOTIVATION … · Keywords: Transformational Leadership, Maslow's Hierarchy of Needs, Personal Outcomes, Organizational Outcomes, motivation,