Sociology

The societies in which we live in have got institutions and organizations where people have different ranks through which they offer services to others. The ranking of people in any organization brings the idea of leadership where somebody has to direct and support one another in the way to manage and handle tasks leading to sound decisions, and achievement of goals set for the particular task. Generally, the task of leading others to attain a given goal is not an easy task as many people think. There is complexity in leadership and several associated challenges which have led to have leaders with different leadership styles, so as to succeed in their profession (Burns, 1985). Leaders portray autocratic or democratic transformational or even laissez-faire leadership style depending on the qualities of the leader. It is believed that transformational leadership is the best style to be embraced in organizations that want to be among the top competitors in any particular industry. Thus, the understanding of its key features qualities that led to its effectiveness in the operation and management are thus of paramount importance, especially when operation environments are seen to fluctuate forcing a change in organizations.

Normally, a good leader should be honest, loyal and committed to the goals of the organization he intends to lead. A good leader should not have a desire for wrongful gains or hidden agendas. Some leaders have a self plan and pursue them rather than acting in the interests of the organization. National leaders and particularly the freedom fighters of several nations had steadfast qualities and determination in them, which helped them carry on and ultimately succeed. A good leader is perhaps a good follower. Similarly a good leader should also emphasize such qualities among his followers and make them accountable too. Simplicity is a mark of identity for any leader and projecting himself as a role model. A leader indeed should have uncommon qualities to successfully lead his organization (Palmer, 2004).

Change is a permanent reality across time. The world is changing at an unprecedented pace, as never before witnessed. This has posed a great challenge to the leaders in the managing change in organizations (Peters, 2000). Change in an organization, group or any set up involves altering its structure, processes, the behaviour of its management and staff, its strategy, environment etc. The structure of an organization is one of the most common targets of change. Some processes which are altered as a result of change implementation are communication processes, management processes and learning process. Periodic reviews of its goals and progress are vital for any organization or team to stay aligned with its objectives and expectations. This means the application of the power to manipulate the objects knowledge rather than augmentation of the self-interest knowledge (Palmer, 2004). I understand the need and consequences of change, which an organization undertakes according to the demands placed on it. Ongoing communication can motivate managers and employees and help them to overcome resistance to an initiative, keep them prepared for the ups and downs of change
Organizations are managed by several forms of leadership based on the exertion of authority within the organization. Two main, but interconnected types of leadership in organizations are the transformational leadership and the transactional leadership, both having strong philosophical and ethical foundations Transformational leadership gives followers the opportunity to assess the leaders view, to seek explanations and provide solutions, while transactional leadership is more based on imposition, where followers are driven by the praise, promise or reward of the leader. Transformational leadership has become more popular in the last three decades primarily due to the changing global economy.

Transformational leadership promotes equality, justice and human rights through loyalty and fairness. Recent findings suggest that team performance and communication are improved under transformational leadership (Palmer, 2004). Authentic transformational leaders are sometimes transactional too. The leader may present his opinion, plans and exhort agreement on them, which however may be in the mutual interest of all involved.

The embracing of the transformational leadership entails the mutual interaction between the leaders and the followers for the good of the individuals and the organizations. The key focus is on implementation of organizations projects that have motivational impacts to the employees. It thus integrates the vision and goals of the organization to those of the workers. Consequently, there is an overall realization of growth of individuals and the organization as whole. It works parallel to the practices of engaging an organization vision to the works without consideration of the workers visions. According to Burn (1985) leaders have an array of responsibilities which include empowering, elevating and leading the junior group in times of crises and conflicts. They have to trigger their consciousness and make rise above personal interest for the sake group success.

Being a transformational leader means that, one has to find the motivating factors of the others, as they are vital component associated with productivity at the workplace. The key gist of adapting to the transformational leadership is not to tame the power of leadership, but its aimed at making each individual transcend the barriers being experienced at the present position held. Burn (1985) argues that people unite together in transformational leadership such that they have motivation and moral uplifting to the higher levels. Subsequently, this eliminates most of the impediments which might be encountered in times of instilling a change in an organization. It is through the empowering and elevation of followers that leaders set the way right of winning the hearts and minds of the followers with ease. In reality, productivity at work places is reduced when injustices, unfairness, and suchlike other practices are made habitual in an organization. The effect of the practices is disuniting the workers soul with the work, and thus a decrease in production is realized (Palmer, 2004). 

Suitable theories and principles of individual motivation are applied with basic logic to address the psyche of people who are to be motivated. Each transformational leader must be in tune with their respective organizations and prevailing circumstances. It would be surprising to know that things like job security, money etc. cannot help in motivating people. A transformational leader sometimes can easily motivate by setting an example and not forcing people to follow them. By so doing, the leaders epitomizes to be a servant leader rather than an oppressor and subsequently this remove the doubts and thoughts of tyranny in the followers (Burn, 1985).     
                   
Finally, the practice of transformational leadership in an organization has significance impact to the individuals and the organization as whole. First and foremost, it may used as strategy of augmenting the unity among workers in the leadership level and the subordinate employees at all levels work. The main Transformational leadership approach is to embrace of the fusion of the organization needs with the needs of the employees. This, it endeavors to diffuse the boundary lines between the leadership positions and those of the subordinates. This eradication the possible existence of separation of the organization management goals and sets straight the favorable working environment where the main body and the souls are incorporation. This drives to the conclusion that transformational leadership encompasses the employment of virtues as key to winning the souls of workers and healing the negative effects that results from change initiation and implementation.