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Advantages And Disadvantages Of Transactional Leadership Pdf

advantages and disadvantages of transactional leadership pdf

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One of the leadership styles applied by leaders and top echelons of management is transactional leadership, also referred to as managerial leadership.

Transactional leadership is both a theory and a style of leadership that focuses on the supervision and organization of individuals and tasks, as well as the use of a performance assessment through rewards and punishment. Unlike transformational leadership , which focuses on creating a vision and spearheading change, this approach involves maintaining the status quo and providing rewards in exchange for task performance. Simplicity is a critical advantage of transactional leadership over other theories and models of leadership.

What Is Transactional Leadership? (Pros, Cons, How-to’s)

Transactional leadership is both a theory and a style of leadership that focuses on the supervision and organization of individuals and tasks, as well as the use of a performance assessment through rewards and punishment.

Unlike transformational leadership , which focuses on creating a vision and spearheading change, this approach involves maintaining the status quo and providing rewards in exchange for task performance.

Simplicity is a critical advantage of transactional leadership over other theories and models of leadership. The model is considerably straightforward because it focuses on a direct exchange process in which the transactional leader provides the rewards while the followers perform the expected tasks in exchange.

This advantage translates to a more specific advantage: Transactional leaders are effective in getting standardized tasks completed. To understand better the simplicity of transactional leadership, it is important to emphasize the fact that it is also known as the management style of leadership.

Hence, this implies that a transactional approach is the most fundamental method of leading a team or organization because of its emphasis on supervision, organization, and performance. Another strength of transactional leadership is its emphasis on motivation through the satisfaction of basic human needs.

The basic levels of need satisfaction found within the hierarchy include physiological needs such as food and shelter, as well as safety needs such as personal security, health and wellbeing, and financial security. Leaders or organizations following the transactional approach to leadership immediately address these basic needs, thus enabling them to implement a standardized model for motivating people and managing their performances.

Certain leadership situations can take advantage of the strengths of transactional leadership. It is effective in increasing the efficiency of established procedures or routines, handling new organizations characterized by chaos and the absence of rules, and establishing and standardizing practices, processes, and behaviors. For existing organizations, the focus of the transactional style of leadership is to keep things the same.

Some aspects of transactional leadership exhibit elements of authoritarianism. What this means is that it places all the pressure on the leader rather than the entire team, provides clarity within the chain-of-command, reduces the time needed to make decisions, creates a consistent result, promotes efficiency in accomplishing standardized tasks, and streamlines communication. Depending on the situation, the strong focus on the basic needs of individuals is one of the weaknesses of transactional leadership.

Note that the hierarchy of needs developed by Maslow illustrates the stages of growth in humans in consideration of their needs. Once individuals have reached the basic levels of needs such as physiological and safety needs, they naturally advance to more advanced levels such as belongingness, esteem, and self-actualization. Some individuals are dissuaded by the bare minimum. For instance, there are employees who cannot be motivated by salaries and standard employment benefits alone.

Some aspire to find deeper meanings in what they do while others want to have an integral part of the group or organizational success through deeper participation and collaboration.

Another weakness or advantage of transactional leadership is that it is inflexible. Because there are individuals who are deterred by the bare minimum, there are certain leadership situations in which transactional leaders can fail in motivating these people. Examples of these leadership situations include competitive team sports and occupations that require creativity and solving problems.

The autocratic nature of the transactional approach to leadership is not also suitable for situations that require strong collaborations among individuals. Furthermore, the straightforward exchange process utilized in this approach is not appropriate in organizations that require a complicated chain-of-command and more than one reporting line, in addition to collaboration and creative thinking requirements.

Because transactional leadership shares some similarities with authoritarianism , it also shares the disadvantages inherently found in a leadership style that revolves around strict compliance and personal control over decisions.

Some of these drawbacks include the inability to make the best decision because of lack of insights and inputs from different sources, the lack of feedback mechanism needed to make corrective changes, elimination of innovation, and too much dependence on the transactional leader. Our website uses cookies to provide us with data and information that can help us understand our website traffic, customize advertisements, and improve user experience and service delivery.

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16 Advantages and Disadvantages of Transactional Leadership

Transactional leaders hold the formal authority and positions of responsibility in an organization. And responsible for maintaining routine by managing individual performance and facilitating group performance. Transactional leadership styles are more concerned with maintaining the normal flow of operations. Transactional leaders use disciplinary power and an array of incentives to motivate employees to perform at their best. A transactional leader does not look ahead to strategically guiding an organization to a position of market leadership; instead, these managers are solely concerned with making sure everything flows smoothly today.

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Transactional leadership is effectively a leadership style that focuses on the transactions between the leader and its subordinates. Transactional leadership is a framework often analyzed in connection with transformative leadership and consequently can suffer from it. The transactional style is considered much more authoritative and stifling, although it has plenty to offer for different organizations. The transactional leadership theory is among the older leadership frameworks around. Thinkers such as Max Weber and later Bernard Bass and James McGregor Burns are among the most influential theorist of the specific framework, having influenced its definition and theorizing. To understand the transactional leadership model, you need to examine the ideas these theorists set forward. His core ideas on the subject were first published posthumously in , in his book Economy and Society.

Transactional Leadership: Advantages and Disadvantages

Transactional Leadership – Definition, Types, Characteristics, Examples

4 Comments

  1. Blogaroves

    09.04.2021 at 01:47
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  3. Kenamceicol

    16.04.2021 at 03:31
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    List of the Disadvantages of Transactional Leadership. It eliminates individuality from the production process. It limits the amount of innovation that is achievable. It creates more followers than leaders. It tends to focus on consequences instead of rewards. It places zero value on empathy.

  4. Patrice B.

    17.04.2021 at 09:15
    Reply

    Lack of focus on building relationships. Transactional managers focus on using rewards to motivate employees and boost satisfaction. Difficult to find rewards that motivate all employees. We're not all motivated by the same factors. Discourages creativity. No long-term vision. Poor leadership development.

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