and employee relationship. However, there are various problems associated with this leadership style that requires to be addressed. According to Bass and Riggio (2006) indicated that the researcher fails to address the proposition of the transformational and transactional leadership relationship and employee behaviors. It implies that the transformational leadership instils effect on the transactional leadership through the realm it contributes to the effort of the employee performance. A leader who is excellent and influential should have not the transformational and transactional qualities to help understand both the employee behaviors and at the same time, deal with the organizational process. Also, transformational leadership does not contend with the transactional leadership as it ends with the employees meeting their individual needs. In moving the employee towards their expectation, they require a transformational leader to observe their personal interests and motivation to help them understand their stand in the working environment. The nurses should always have a sense of belonging when executing their duties. The transformation leader tends to resilient the relationship associated with the follower’s values that signify motivation as well as satisfaction instead of a correlation with a criterion which signifies performance. Moreover, the transformation leadership also lacks the conceptual validity as it relies on the leader and the employee organization. The employee is the main focus on the leaders with transformation values and the wellbeing of their interests. The parameters of transformational leadership overlap with the conceptualized leadership, where it assumes that the demarcation of the transformational leadership has no place or does not exist. Moreover, Northouse (2016)
proposed and remarked that the transformational leadership could be accredited the elitist and anti-democratic entities in the gap of treating the leadership as the personality characters and fail to consider that might be taught and acquired by others. The transformational leader must have the ability to learn about their employee. Still, it poses a challenge as each individual has their own interests and relating their interest and expectations a group is difficult. The employee needs his or her attention and their interest and expectation covered to fell part of the organization. Research Gap Although most of the researches have indicated and evaluated the relationship between the transformational leadership along with the performance of the organization, there are few studies carried out about the leadership style and employee behavior and engagement. There is less literature about the mediating process within the transformational leadership, along with the success of an institution. The latter is significant in spite of leadership being an essential entity as it steers the success of an organization and the followers. Saboe et al. (2015) research about the
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