The fundamental and most intricate measure of a leader can be found in his followers, in this case, his employers. Managers and supervisors who display great leadership will have employees who demonstrate loyalty, trust, commitment, and dedication. Employers of the transformational leader are influenced by him or her. The leader demonstrates concern and takes time out to listen as well as motivate and encourage others. Through the influence of their leadership, the transformational leader is able to inspire change, business success, and employee job performance. Understanding the transformational leader and his employees, including why and how the leader stimulates change, is fundamental to understanding the qualities and characteristics observed in great management. The leadership role, different aspects and characteristics of the leader can be distinguished. The ethics and morality of management, including integrity, competence, and effective communication can be understood by studying the relationship between management and employees. Consequently, the relationship between employee and employer is required to establish a position of leadership. A transformational leader is not an effective and efficient leader without instilling change within his employees and the organizational environment.
Former first lady Eleanor Roosevelt stated that, “A good leader inspires people to have confidence in the leader; a great leader inspires people to have confidence in themselves”, (“leadership-central.com”, 2012). Therefore, no matter what kind of leadership style management may possess, the greatness and potential of a leader can only be observed in his or her employees. When observing the place of employment, from small corporations to large organizations, the leadership of upper management is reflected by their employees. In an organization that possesses phenomenal management through leadership, employees will display high quality job performance, production, and job satisfaction. A dynamic leader and management team will have traits required to create a great employees. To do this, management must have positive communication, a clear vision, the ability to eliminate conflicts, is adaptable, and encourage organizational goals. Thus, “effective leaders serve as models, they symbolize the groups unity and identity”, (Gardner, 2009). They delegate responsibilities amongst the organization and inspire motivation and cooperation. Transformational leaders are able to move and encourage others to go above and beyond in the work place. They possess inspirational qualities and use different tactics to encourage employees. Therefore, organizations have a positive response to leadership that stimulates job performance and employee satisfaction.
All organizations require leadership, from CEO to team leaders. Managers and supervisors provide instruction, delegate orders, and maintain structure within the organization. This includes ensuring the production of goods or services. Managers and leadership roles are fundamental to an organization. In most instances, leaders and managers maintain business operations and efficiency of production. Management has a task to perform and a duty to provide to employees; mangers must to lead and encourage. Employees need and look to managers to ensure job performance, structure, and meet expectations. Employee needs and expectations vary, weather it is to receive acknowledgment for a job well done or to be given a new task to perform. Either way, management must provide a service to employees in order to maintain the dual relationship between employee and employer. To do this, leaders and managers must possess attributes that inspire, persuade, motivate, and stimulate maximum job performance. To, “transcend self-interest and perform beyond expectations” leaders must provide inspirational motivation, intellectual stimulation, and consideration for employees, (Liao & Chuang, 2007).
Importance of Leadership
“Leaders, as the key decision-makers, determine the acquisition, development, and deployment of organizational resources, the conversion of these resources into valuable products and service, and the delivery of value to organizational stakeholders”, (Zhu, Chew, & Spangler, 2005). Leadership is important to organizational production and employee job satisfaction. The transformational leader has the ability to encourage employees and move them to action, progress, or overcome various obstacles. Leaders are a positive influence to the work environment. They inspire employees to change their behavior to fit the needs of the organization. Employees of this leader have trust for business, management team, and loyalty to the organization. This attitude is transferred through job performance, encouraging sustainability and job satisfaction. A good listener, the leader or manager is able to find out employee wants and needs from the organization to ensure their needs are met. Through open communication, employee and employer can decide organizational goals and objectives that meet both their needs. With a clear and definite path underway, employees are influence by management who is in turn dedicated to the organization. The leader then has a double relationship, one with the employees and the other with the organization. Consequently, “transformational leadership focuses on changing the status quo both the organizational status as well as individuals within the organization”, (Zhu, Chew, & Spangler, 2005).
Leadership plays a significant role on more than one level. Effective leaders benefit both the organization and the individual. Happier and motivated employees can have a strong effect on an organization. As a mentor and motivator, management can have a positive effect on the work environment, productivity, operations, and human capital. These effects have positive influences on different functions and dynamics of the organization including output, customer service, employee turnover, competitive advantage, and business continuity. As such, maintaining good quality leaders within the organization is necessary for longevity and profitability. “Because leaders have the authority to make decisions that have a significant impact on the follower (e.g promotions, pay, work assignments, layoffs), perceptions about the trustworthiness of the leader become important”, (Dirk & Ferrin, 2002). Developing trust between the management and subordinates ensures performance outcomes. In addition when employees trust their leader, this trust is demonstrated through great work performance, displaying desired behaviors, and consideration for the organization.
Leadership and Human Resources Management
“Leadership helps organizations achieve their current objectives more efficiently by linking job performance to valued rewards and by ensuring employees have the resources needed to get the job done”, ( Zhu, Chew, & Spangler, 2005). Consequently, management must work together with human resources. They ensure employee job performance, satisfaction, and low retention. Human Resources are responsible for the organizations human capital. They are do the company hiring, firing, documentation, orientation, and training. Therefore, “positive Human Resources Management practices such as staffing, training, performance appraisal, and compensation systems are the means where by leaders express their individual consideration for employees”, (Zhu, Chew, & Spangler, 2005). The relationship between the two departments plays a vital role in employee satisfaction and performance. They work together as a force to maintain quality development and training. This includes new and emerging leaders in addition to general employees and new hires. With both HRM and management on board, “transformational leadership will result in high levels of cohesion, commitment, trust, motivation, and performance in these new organizational environments”, (Zhu, Chew, & Spangler, 2005).
“Transformational leadership appeals to the moral values of followers in an attempt to raise their consciousness about ethical issues and to mobilize their energy as well as their resource to reform institutions”, (Yukl, 2010). Even today, leaders show little respect for subordinates, as they view employees as an unlimited resource. However, many organizations are looking to change and save through retention of quality employees. Many organizations want to develop their staff through training and developing them for the high performance business market. Human resources have the ability to greatly influence the organization and what they are looking for in future managers and leaders. Therefore, it takes time to develop a relationship between a leader and his or her subordinates. Both the leader and the employee must become acquainted with one another. In the early stages of this relationship, employees must be able to recognize the quality characteristics observed in management. “It is likely to take time for the influence of transformational leaders to take hold on their followers”, (Gong, Huang, & Farh, 2009). This is the same when a leader is becoming acquainted with a new employee or employees becoming familiar with a new leader. Trust takes time to develop, therefore the process involves patients. Trust plays an important role in this relationship, and employee and employer must become familiar with one another to encourage and sustain quality job performance and productivity. In this manner, new employees “need time to observe and react to their supervisors’ transformational leadership” and leaders need time to get react to employees, subordinates, colleagues, and staff, (Gong, Huang, & Farh, 2009).
Leaders can be found throughout the globe. Many are leaders without thinking of themselves as leaders. Leaders can be found in our parents, teachers, supervisors, coaches, and mentors. These people are looked up to by others as they help and motivate the people around them. A leader is someone who leads others because they have the ability, personality, and characteristics of a quality leader. Individuals who display quality leadership are confident and able to meet obstacles and challenges through perseverance. Sometimes it is difficult to meet all the needs of every employee. However a quality leader can be observed by the motivation and determination of his employees. In conclusion, as stated by former president of the United States, “the ear of the leader must ring with the voice of the people”. As such, a great leader is inspiring, motivating, encouraging, and able to achieve business objectives no matter how difficult the task.
Dirks, K., & Ferrin, D. (2002). Trust in leadership: A meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87, 611-628. Retrieved from http://apps.olin.wustl.edu/faculty/dirks/metaanalysis.pdf
Gardner, J. (1990). On leadership. New York, NY: The Free Press A Division of Simon & Schuster Inc. Retrieved from http://classes.maxwell.syr.edu/ppa753/PDF Files/Gardner.pdf
Gong, Y., Huang, J., & Farh, J. (2009). Employee learning orientation transformational leadership and employee creativity: the mediating role of employee creative self efficacy. Academy of Management Journal, 52(4), 765-778. Retrieved from http://126.96.36.199/mgmt/staff/papers/yaping/AMJ-2009.pdf
Roosevelt, E., Famous leadership quotes by famous individuals. (2012, July 09). Retrieved from http://www.self-improvement-mentor.com/famous-leadership-quotes.html
Yukl, G. (2010). Leadership in organizations. (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Zhu, W., Chew, I., & Spangler, W. (2005). Ceo transformational leadership and organizational outcomes: the mediating role of human capitol-enhancing human resources management. The Leadership Quarterly, 16(2005), 39-52. Retrieved from http://portal.jnu.edu.cn/publish/uploadFile/2970/eWebEditor/20100702071554121.pdf