Reflection on Leadership for Transformational- myassignmenthelp

Questions: 1. How do you believe Transformational Servant Leadership inspires participation by followers? 2. How do you demonstrate Transformational Servant Leadership within your organization? 3. How do you define and demonstrate service to others? 4.What are your views on empowerment and the decision-making process? Answers: 1. Transformational servant leadership possesses attribute that guide and inspire followers to change and engage in work process. Transformational leadership have the four primary behavioral characteristics of charismatic influence, inspirational motivation, intellectual stimulation and invidualized consideration. Through this attribute, they transform the mind set of followers and support them to participate for the fulfillment of organizational goals (Gregory Stone, Russell, Patterson, 2004).. Such leader-follower relationship thrives and success only because leaders create an environment of trust where other members readily wish to participate and contribute to organizational success. On the other hand, servant leadership supports works to meet the needs of others. They are involved in developing people and giving them the skills needed to gain credibility (Allen et al., 2016). Hence, transformational servant leadership both inspires and prepare people to develop in their job rol e. 2. In my organization, I demonstrate transformational servant leadership by means of intrinsic motivation and development of my team members. While interacting with new team members, my first focus is to share the vision and goals of the organization and explains their so that they understand what is expected from them. The next strategy as a leader is to align their own goal with that of the organization and stimulate them to engage in full activity by developing sense of meaningfulness, choice and progress in them. I try to motivate them by praising on their achievement and giving appreciation in front of everyone when a job is done well. Secondly, I also act as a guide to them and always try to take feedback from them on a regular basis to understand the challenges they face in their work. Based on this interaction, I support them to address their challenges and develop skills to achieve the goal of the organization. 3. I define and demonstrate service to other by taking on the role of the visionary. I communicate with my team members to define the goals and purpose of the organization. By this means, employees can make sense of what the organization is aiming to achieve. In this role, the main focus is on effective communication process with employees so that they become aware of the mission and purpose of the group and the interest of the participant in work is developed. 4. For me, decision-making process is facilitated by communication with key stakeholders to identify the best interest of all. Hence, for me the goal of decision-making is to achieve good for all and drive sustainable change in the organization. For empowering employees, the main priority is to understand the factors that motivate employees and increase their satisfaction level with the job. Communication also plays a key role in communicating high expectation to employees and motivating them to achieve established goals of the organization. To empower employees, I also take regular feedback from employees to understand their perception about job (Choi et al., 2016). The purpose of this feedback is mainly to understand what employees expect in the job and implement process to increase their sense of meaningfulness in workplace. Reference Allen, G. P., Moore, W. M., Moser, L. R., Neill, K. K., Sambamoorthi, U., Bell, H. S. (2016). The role of servant leadership and transformational leadership in academic pharmacy.American journal of pharmaceutical education,80(7), 113. Boies, K., Fiset, J., Gill, H. (2015). Communication and trust are key: Unlocking the relationship between leadership and team performance and creativity.The Leadership Quarterly,26(6), 1080-1094. Choi, S. L., Goh, C. F., Adam, M. B. H., Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment.Human resources for health,14(1), 73. Gregory Stone, A., Russell, R. F., Patterson, K. (2004). Transformational versus servant leadership: A difference in leader focus.Leadership Organization Development Journal,25(4), 349-361.