Can Transactional Leadership Keep Your Team in Shape?
Maslow's Hierarchy of Needs demonstrates that most people are more likely to act when they expect rewards or fear punishment. Any social system is more effective when a hierarchy clearly exists. People who are hired to work, implicitly agree to heed all of their manager's instructions, and that is the main reason that subordinates are employed.
The transactional boss acts through building unmistakable configurations whereby it's unambiguous what is commanded of their employees, as well as the remuneration that they get as a result of following orders. Punishments are not always revealed, but they are also well understood and strict approaches of discipline are generally in position.
Discussing the agreement where the subordinate is given an income and other remuneration, and the company (and by inference the worker's supervisor) acquires power over the worker is handled early period of Transactional Leadership.
Work that is delegated to an underling by a Transactional Leader is expected to be done; no excuses are acceptable and no pleading for more resources will be heeded. Just as a subordinate is rewarded for accomplishing his assigned duties, he is personally punished for failures that occur on his watch.
The transactional leader usually leads with the philosophy that if things are going smoothly and working at acceptable levels of success, they don't need to be addressed. Performance that goes above and beyond the expected standard is of course commended, while poor behavior is given some type of punishment and/or corrective measure.
Whereas Transformational Leadership has more of a 'selling' style, Transactional Leadership, once the contract is in place, takes a 'telling' style. Transacti ...