Transactional leadership

Август 21, 2022

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Transactional leadership

Содержание

2. Evolution of leadership theories
3. Basics Transactional leadership theory was first described by Max Weber and developed by M. Bass in
4. Transactional leadership style follows these basic steps
5. Transactional leadership focuses on results conforms to the existing structure of an organization and measures success
6. Transactional leader
7. Dimensions of transactional leadership
8. Contingent Reward It focuses on achieving results. Humans receive concrete, tangible, material rewards in exchange of
9. Management by Exception (Active) Leaders expect their workers to perform the job to a satisfactory standard.
10. Management by Exception (Passive) Leaders avoid specifying agreement, and fail to provide goals and standards to
11. Pros of Transactional Leadership
12. Cons of Transactional Leadership Rewards the worker on a practical level only, such as money or
13. GOAL SETTING
15. Align Your Goals & Tasks
16. FEEDBACK & PERFORMANCE REVIEWS
17. High-Quality feedback
18. High-Quality feedback
19. Feedback models
20. SANDWICH
21. STOP-START-CONTINUE
22. BEEF
23. Exercise Scenarios of a work situation
24. Dealing with reactions – H.E.A.R. model
26. Скачать презентацию

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Evolution of leadership theories

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Basics
Transactional leadership theory was first described by Max Weber and developed

by M. Bass in 1980’s
In transactional leadership leader-follower associations were grounded upon a series of agreements between followers and leaders (House & Shamir, 1993).
The transactional theory was “based on reciprocity where leaders not only influence followers but are under their influence as well”. Managers give employees something they want in exchange for getting something they want.
It posits that workers are not self-motivated and require structure, instruction and monitoring in order to complete tasks correctly and on time.

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Transactional leadership style follows these basic steps

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Transactional leadership
focuses on results
conforms to the existing structure of an organization

and measures success according to that organization's system of rewards and penalties
is based on formal authority and positions of responsibility in an organization

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Transactional leader

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Dimensions of transactional leadership

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Contingent Reward
It focuses on achieving results. Humans receive concrete, tangible, material

rewards in exchange of their efforts.
Manager leaders who use contingent reward are expected to show direction to the employees so the job gets done.
Contingent reward encompass performance-based material rewards, direction- setting, reciprocity, and confidence-building in the team

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Management by Exception (Active)
Leaders expect their workers to perform the job

to a satisfactory standard.
“This type of leadership does not inspire workers to achieve beyond expected outcomes, however, if target is achieved, that means the system has worked, everyone is satisfied, and the business continues as usual,” (Bass & Avolio, 2004).
There is a little sense of adventure or risk-taking, new perspectives, or creativity in case of management. It correspond need-driven change culture.
Managers anticipate problems, monitor progress and issue corrective measures

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