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Final Exam Quality Assurance Explain the four principal dimensions of leadership, according

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Answser for -1------------------------
Transformational leadership----------------------
Transformational leadership is a style of leadership where the leader is charged with
identifying the needed change, creating a vision to guide the change through inspiration, and
executing the change in tandem with committed members of the group.
[1]
It also serves to
enhance the motivation, morale, and job performance of followers through a variety of
mechanisms; these include connecting the follower's sense of identity and self to the project
and the collective identity of the organization; being a role model for followers in order to
inspire them and raise their interest in the project; challenging followers to take greater
ownership for their work, and understanding the strengths and weaknesses of followers,
allowing the leader to align followers with tasks that enhance their performance.
Origins
The concept of transformational leadership was initially introduced by leadership expert and
presidential biographer James macgregor Burns. According to Burns, transformational
leadership can be seen when "leaders and followers make each other advance to a higher
level of morality and motivation."
[3]
Through the strength of their vision and personality,
transformational leaders are able to inspire followers to change expectations, perceptions, and
motivations to work towards common goals. Unlike in the transactional approach, it is not
based on a "give and take" relationship, but on the leader's personality, traits and ability to
make a change through example, articulation of an energizing vision and challenging goals.
Transforming leaders are idealized in the sense that they are a moral exemplar of working
towards the benefit of the team, organization and/or community. Burns theorized that
transforming and transactional leadership were mutually exclusive styles. Later, researcher
Bernard M. Bass expanded upon Burns' original ideas to develop what is today referred to as
Bass’ Transformational Leadership Theory. According to Bass, transformational leadership
can be defined based on the impact that it has on followers. Transformational leaders, Bass
suggested, garner trust, respect, and admiration from their followers.
Bernard M. Bass (1985), extended the work of Burns (1978) by explaining the psychological
mechanisms that underlie transforming and transactional leadership. Bass introduced the term
"transformational" in place of "transforming." Bass added to the initial concepts of Burns
(1978) to help explain how transformational leadership could be measured, as well as how it
impacts follower motivation and performance. The extent to which a leader is
transformational, is measured first, in terms of his influence on the followers. The followers
of such a leader feel trust, admiration, loyalty and respect for the leader and because of the
qualities of the transformational leader are willing to work harder than originally expected.
These outcomes occur because the transformational leader offers followers something more
than just working for self-gain; they provide followers with an inspiring mission and vision
and give them an identity.
[4]
The leader transforms and motivates followers through his or her
idealized influence (earlier referred to as charisma), intellectual stimulation and individual
consideration. In addition, this leader encourages followers to come up with new and unique
ways to challenge the status quo and to alter the environment to support being successful.
Finally, in contrast to Burns, Bass suggested that leadership can simultaneously display both
transformational and transactional leadership.
Definition-----------------

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According to Bass,
[6]
transformational leadership encompasses several different aspects,
including:
Emphasizing intrinsic motivation and positive development of followers
Raising awareness of moral standards
Highlighting important priorities
Fostering higher moral maturity in followers
Creating an ethical climate (share values, high ethical standards)
Encouraging followers to look beyond self-interests to the common good
Promoting cooperation and harmony
Using authentic, consistent means
Using persuasive appeals based on reason
Providing individual coaching and mentoring for followers
Appealing to the ideals of followers
Allowing freedom of choice for followers
Transformational leaders are described to hold positive expectations for followers, believing
that they can do their best. As a result, they inspire, empower, and stimulate followers to
exceed normal levels of performance. Transformational leaders also focus on and care about
followers and their personal needs and development.
[7]
Transformational leaders fit well in
leading and working with complex work groups and organizations, where beyond seeking an
inspirational leader to help guide them through an uncertain environment, followers are also
challenged and feel empowered; this nurtures them into becoming loyal, high performers.
There are 4 components to transformational leadership, sometimes referred to as the 4 i's:
Idealized Influence (II) - the leader serves as an ideal role model for followers; the
leader "walks the talk," and is admired for this.
Inspirational Motivation (IM) - Transformational leaders have the ability to inspire
and motivate followers. Combined these first two I's are what constitute the
transformational leader's charisma.
Individualized Consideration (IC) - Transformational leaders demonstrate genuine
concern for the needs and feelings of followers. This personal attention to each
follower is a key element in bringing out their very best efforts.
Intellectual Stimulation (IS) - the leader challenges followers to be innovative and
creative. A common misunderstanding is that transformational leaders are "soft," but
the truth is that they constantly challenge followers to higher levels of performance.
[7]
Transformational leadership is said to have occurred when engagement in a group results in
leaders and followers raising one another to increased levels of motivation and morality.
[6]
Characteristics
Five major personality traits have been identified as factors contributing to the likelihood of
an individual displaying the characteristics of a transformational leader. Different emphasis
on different elements of these traits point to inclination in personality to inspirational
leadership, transactional leadership, and transformational leadership. These five traits are as
follows.
[8]

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Answser for -1-----------------------Transformational leadership---------------------Transformational leadership is a style of leadership where the leader is charged with identifying the needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of the group.[1] It also serves to enhance the motivation, morale, and job performance of followers through a variety of mechanisms; these include connecting the follower's sense of identity and self to the project and the collective identity of the organization; being a role model for followers in order to inspire them and raise their interest in the project; challenging followers to take greater ownership for their work, and understanding the strengths and weaknesses of followers, allowing the leader to align followers with tasks that enhance their performance. Origins The concept of transformational leadership was initially introduced by leadership expert and presidential biographer James macgregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other advance to a higher level of morality and motivation."[3] Through the strength of their vision and personality, transformational leaders are able to inspire followers to change expectations, perceptions, and motivations to work towards common goals. Unlike in the transactional approach, it is not based on a "give and take" relationship, but on the leader's ...
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