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    Transactional Leadership

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    clytielejarde
    Transactional leadership focuses on compliance through rewards and punishments. It assumes people are motivated by rewards and punishments and that the prime purpose of subordinates is to do what their manager tells them. Transactional leadership creates clear structures and allocates work but the leader is only involved when issues arise or standards are not met. While it can be effective for short-term goals, it is rigid and relies heavily on the leader being present. Studies show transformational leadership and contingent rewards better engage followers on a daily basis compared to passive management styles.

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    Transactional Leadership

    Uploaded by

    clytielejarde
    158 views15 pages
    Transactional leadership focuses on compliance through rewards and punishments. It assumes people are motivated by rewards and punishments and that the prime purpose of subordinates is to do what their manager tells them. Transactional leadership creates clear structures and allocates work but the leader is only involved when issues arise or standards are not met. While it can be effective for short-term goals, it is rigid and relies heavily on the leader being present. Studies show transformational leadership and contingent rewards better engage followers on a daily basis compared to passive management styles.

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    transactional leadership

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    Transactional leadership focuses on compliance through rewards and punishments. It assumes people are motivated by rewards and punishments and that the prime purpose of subordinates is to do what their manager tells them. Transactional leadership creates clear structures and allocates work but the leader is only involved when issues arise or standards are not met. While it can be effective for short-term goals, it is rigid and relies heavily on the leader being present. Studies show transformational leadership and contingent rewards better engage followers on a daily basis compared to passive management styles.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    158 views15 pages

    Transactional Leadership

    Uploaded by

    clytielejarde
    Transactional leadership focuses on compliance through rewards and punishments. It assumes people are motivated by rewards and punishments and that the prime purpose of subordinates is to do what their manager tells them. Transactional leadership creates clear structures and allocates work but the leader is only involved when issues arise or standards are not met. While it can be effective for short-term goals, it is rigid and relies heavily on the leader being present. Studies show transformational leadership and contingent rewards better engage followers on a daily basis compared to passive management styles.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 15

    TRANSACTIONAL

    LEADERSHIP
    Give something to get
    something

    Prepared by: MBL


    compliance by E
    followers through both
    rewards and
    PROMOT
    punishments.
    supervision, FOCUS
    organization, and
    performance
    LEADERSHIP
    managerialleadershi NAL
    p TRANSACTIO
    ASSUMPTIONS
    Peoples motivation

    reward and punishment.

    Social systems
    work best with a clear chain of command

    agreed to do a job
    cede all authority to their manager

    prime purpose
    subordinate do what their manager tells them to do
    STYLE
    CREATE CLEAR STRUCTURES
    subordinates, rewards, Punishments
    EARLY STAGE
    negotiating the contract
    WORK ALLOCATION
    fully responsible
    MANAGEMENT BY EXCEPTION
    PRINCIPLE
    defined performance
    Four Dimensions

    Contingent Reward Behavior

    Passive Management by Exception

    Active Management by Exception

    Laissez-Faire
    Contingent Rewards:
    - link the goal to rewards,
    - clarify expectations,
    - provide necessary resources,
    - set mutually agreed upon goals,
    - and provide various kinds of rewards for
    successful performance.
    Active Management by Exception:
    - actively monitor the work of their
    subordinates,
    - watch for deviations from rules and
    standards
    - and taking corrective action to prevent
    Passive Management by Exception:
    - intervene only when standards are not
    met or when the performance is not as per
    the expectations.
    - may even use punishment as a response
    to unacceptable performance.
    Laissez-faire:
    - provides an environment where the
    subordinates get many opportunities to
    make decisions.
    - The leader himself abdicates
    responsibilities and avoids making
    decisions and therefore the group often
    lacks direction.
    Benefits of Transactional
    Leadership style
    Simple and Low Cost (no extensive
    training just rewards or punishment
    Clear and Easy to Follow (leaves little room
    for misinterpretation or ambiguity)
    Powerful Motivator (Money and other
    tangible rewards are a proven and reliable
    motivator)
    Gets Results Fast (works well when short-
    term results are needed fast.)
    Limitations
    Motivation (assumes a very simplistic view
    of motivation, which fails to account for
    individual differences)
    Rigidity (A transactional leader is rigid in
    his expectations about the working
    relationship, and believes the role of
    subordinates is to do as they are told )
    Blame (It's never the fault of a
    transactional leader when tasks go
    wrong)
    Reliance on the Leader (Transactional
    leaders must always be present to
    guarantee that the work will get
    done properly
    DAILY TRANSACTIONAL AND
    TRANSFORMATIONAL
    LEADERSHIP AND DAILY
    EMPLOYEE ENGAGEMENT
    Kimberley Breevaart1*, Arnold Bakker1, Jrn Hetland2,
    Evangelia Demerouti3, Olav K. Olsen4 and Roar Espevik2,4
    AIM

    To examine the daily influence of


    transformational leadership, contingent
    reward, and active management-by-
    exception (MBE active) on followers daily
    work engagement.
    METHOD

    Make comparison between the unique


    contribution of these leadership
    behaviors and focus on the work
    environment to examine how these
    leadership behaviors influence followers
    daily work engagement
    Multilevel regression
    METHODS

    61 naval cadets filled out a diary


    questionnaire for 34 days

    RESULT

    cadets were more engaged on days


    that their leader showed more
    transformational leadership and
    provided contingent reward.
    MBE active was unrelated to followers
    work engagement
    PRACTICAL
    IMPLICATIONS
    leaders should only use MBE
    active on days that it is
    extremely important for
    followers to do exactly as they
    are told, for example, in
    threatening or urgent
    situations.
    leaders may not always be
    aware of how their behavior
    affects followers, it may prove

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