Transformative learning. There is a positive relationship between

Transformative
leadership is very critical in enhancing employee’s personal growth in any organization.
It is geared to enlarge
vision of employees, clarify organizational purpose to align individual behavior
with organizational beliefs, principles, or values and bring about changes that
are permanent and self-perpetuating to build a sustaining momentum for
achieving organizational goals. As part of achieving transformative leadership to
build public and private institutions that deliver in meeting global, regional
and national development goals, transformative leadership development has
become a priority for various development blueprints. For example, the
Sustainable Development Goal 16 aims at building effective, accountable and
inclusive 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 good
governance, democracy, respect for human rights, justice and the rule of law. Further, in Kenya Vision 2030
advocates for an efficient, motivated and well-trained public service as one of
the critical foundations of the development agenda therefore leadership
development becomes critical for organizational and institutional development
by having a motivated workforce.

 

Personal
development at work increases individual capacity to thrive and attain high
levels of success. Thriving at works is mainly attributed to vitality and learning.
There is a positive relationship between thriving and work-related outcomes
such as increased job performance, innovation, satisfaction at work and commitment
to organizational goals. Transformative leadership that dictates the nature of
social working environment shapes the experience of thriving. It has aspects of
being supportive/motivating or challenging/straining depending on the
leadership style adopted and therefore suitable for individuals thriving. Transformative
leadership can positively influence employees’ wellbeing and effectiveness. On
the other hand, it can also drain employees’ energy, as it is related
positively to strain. Therefore, transformative leadership has both motivating
and demanding aspects that needs to be moderated for general welfare of both
the employer and employee.

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Emotional
exhaustion is one of the energetic resources that adversely affects transformative
leadership behavior for thriving. Exhausted employees are not able to gain from
transformative leadership style since emotional exhaustion lowers employee task
mastery and proactivity. However supportive and challenging aspect of
transformative leadership enhances vitality and learning of employee leading to
enhanced outcomes. Consequently, leadership behavior and inter individual differences
(level of emotional exhaustion) can help organizations create situations or
environment that foster better work outcomes. Stable work conditions and
dynamic resources creates a socially embedded environment that enables
employees to thrive consequently promoting their wellbeing and health. However
psycho-social stressors may negatively affect the capacity of transformational leadership
behaviors and the employees’ thriving.

 

Nexus between Transformative Leadership Styles,
Thriving and Outcomes

Transformative
leadership can be described as the meaningful and creative exchange between those
in leadership and their followers with the aim of guiding followers in
achieving organizational goals. Transformative leadership is multi-faceted behaviors
and can be divided into four dimensions, namely; intellectual stimulation,
idealized influence, inspirational motivation, and individualized
consideration.

 

Inspirational motivation involves
providing followers with optimism and enthusiasm about shared goals instead of
individual goals. Leaders should communicate their visions in a manner that
inspires the followers to act as an effort to fulfill the vision. Inspirational
motivation helps employees to remain focused on the organizational or group
vision no matter the challenges that may arise.  

Idealized Influence is
the ability of transformational leader to clearly articulate a vision to
followers and ability to motivate the followers to join the vision. This
increases the followers trust on the leaders consequently creating a positive
working relationship. This enables the followers to identify themselves with
their leader and become enthusiastic of their tasks as a sense of mission is
transferred to them by the leaders.

Individualized Consideration entails
the leader playing the role of a
mentor by assigning responsibilities to the followers as opportunities for
growth and development through process of self-actualization. In this case
leaders develop personal relationships with the followers. The leader
personalizes leadership and establishes goals for each follower according to
their strengths. This leadership style provides support, encouragement and support
to the followers.

Intellectual stimulation involves getting followers to question the
existing methods of solving problems by encouraging them to improve upon those
methods. This leadership styles stimulates individual cognitive ability and
excites individual independent thinking to solve problems. This style enables
followers to generate new ideas of doing things which greatly impacts performance.
Intellectual stimulation appeals follower’s needs for growth and achievement in
ways that are attractive to him/her.

Benefits
of Transformative Leadership

Transformative leadership fosters thriving
through satisfying needs and providing support. It offers degree of freedom to
a given way to fulfill a task, offer opportunity to enhance follower’s
knowledge and skills, strengthen bonds between leader and follower through
charismatic role model, setting standards and goals for the future, providing
meaning and optimism, taking new perspectives into account and giving support
and training.

Transformative
leadership leads to satisfaction of employee needs hence positively related to
vitality that leads to enhanced outcomes. It enables leaders to share vision
with employees, challenge employees to rethink new ways of doing thinks, make
employees aware of expected outcomes, being aware of employee individual needs
and professional growth leading to thriving of the employees in the
organization.

Further
it also fosters thriving by providing meaning to employee’s contribution which
enhances employees’ self-esteem and well-being. Supportive component of
transformative leadership also promotes thriving through idealized influence
hence promoting the wellbeing and learning of the employee. Therefore, all
dimensions of transformative leadership have the potential to foster thriving hence
enhanced outcomes.

Highly
ambitious employees are normally willing to invest high levels of effort profit
from support provided by transformative leaders despite their high levels of
emotional exhaustion (lack of energy resources) more than less ambitious
employees. Lack of energy resources hinters employees from the many
opportunities that transformative leadership provides such as high performance,
a vision and values, critical reflections and support through training and
coaching.