● Transformational Leadership of Men

and Women
● Implications of Transformational
Leadership for Organizational Policies
● The Development of Transformational
Leadership
Transformational
Leadership of Men
and Women
GENDER DIFFERENCES OF MEN AND WOMEN
Men and women are different, and this phenomenon is called sexual
dimorphism.

● COOPERATION
● TASK- ORIENTED
● SENSITIVITY
● RELATIONSHIPS
● COMMUNICATION
 Male Vs Female Leadership Advantages
and Disadvantages:
● Male leaders perceive the success of their If something goes wrong, such leaders are likely
team as their own success. to find somebody else to blame for it or to explain
● They take personal credit for it and the failure as a result of bad luck.
explain success as a result of their own
skill, intelligence, and talent.

● Female leaders focus on strong

When some project fails, they are more likely to
collaboration and sharing ideas.
● When a team achieves success, female blame themselves, thinking that they are not
leaders give credit for it to the employees, competent enough.
without overemphasizing their personal
contribution.
 Transactional and Transformational
Leadership Styles:
Physical, psychological, and emotional factors are the main reasons why men
and women demonstrate different leadership styles.

Transactional Approach Transformational Approach

 Implications of
Transformational
Leadership for
Organizational Policies
 Why do we need Transformational
Leadership in an Organization?
Transformational leaders influence their
subordinates by motivating and inspiring them to
achieve the organizational goals. Transformational
leaders also allow subordinates to feel connected in
the organization, and it also affect outcomes such as
organizational behavior, commitment, job
satisfaction, effort, and in-role performance.
WHAT ARE THE IMPLICATION OF TL ON
ORGANIZATIONAL POLICIES

 Implication For Strategic Planning

 Implication For Corporate Image
 Implication For Recruiting
 Implication For Selection And Promotion
 Implication For Personal Development
 Implication For Job Design And Job Assignment
 Implication On Organizational Structure
 Implication On Organizational Development
 Implication For Decision Making
 IMPLICATIONS FOR
STRATEGIC PLANNING
The degree of which an organization is
based on transformational
transactional or leadership
openness and control ofaffects the
flow information and importance of
organization rules. Strategic planning
in organizations: entrepreneurial, of
bureaucratic, political, professional
and charismatic.
 STRATEGIC PLANNING
CLUSTERS

ENTREPRENEURIAL
Confident, entrepreneurial,
energetic knowledgeable
individuals uses personality/
charisma to set up the roles for
others and control their
performance
 BUREAUCRATIC
Highly transactional, strategic direction/thrust guided by the
bureaucracy, and policies shape the strategy. Members accustomed to
adhering to existing rules and regulations preassigned organizational
roles as guides to behavior.

PROFESSIONAL
Organizations with staff or professionally educated and trained specialist
whose influence depends on their expertise
POLITICAL
Organizational decisions emerge because of coalition among managers
each with a functional authority over some part of the organization.
Dominant coalitions of managers determine policies. It can be collegial,
supportive, constructive or it can be destructive and fragmenting

CHARISMATIC
Builds enthusiasm and inspiring commitment towards a strategic
goal enhanced by environmental uncertainty.
 IMPLICATION FOR CORPORATE
IMAGE
An organization permeated with suitable
pattern of transformational and transactional
leadership from top to bottom provides an
image to its own and is attractive to financial
backers, suppliers, customers clients and
community at large.
IMPLICATION FOR
RECRUITING
Although both recruiter and job applicants focus
on the transactional elements (salary, benefits,
perks) when looking for a job, greater attention
should be paid to the organizational culture to the
company’s mission and philosophy, and to its
quality and form of leadership.
 IMPLICATIONS FOR SELECTION
AND PROMOTION
Leadership components can be incorporated into
assessment, selection and promotion programs,
utilizing multifactor leadership questionnaire
(MLQ) in organizations for feedback, mentoring,
counseling, coaching, and training. Measures of
such as high energy, self
determination, intellectual confidence and
verbalof control
strong ego ideals and inner locus skills, can
provide valid screening instruments.
"The single biggest way to impact an organization is to
focus on leadership development. There is almost no
limit to the potential of an organization that recruits
good people, raises them up as leaders and continually
develops them."

-John Maxwell
IMPLICATIONS FOR PERSONNEL
DEVELOPMENT
Organizational policy must support an
understanding and appreciation of
the
employee who is willing to
unpopular positions take knows
,
reject whenand
conventional wisdom to takes
reasonable risk
Policy should encourage the nurturing of
intellectual stimulations as a way of life in
the organization
 IMPLICATIONS FOR JOB DESIGN
AND JOB ASSIGNMENT
Jobs should be designed to provide greater challenges. Employees
should see themselves as a part of a process that provides a product or
service in which they may be trained to handle a variety of jobs
required, as needed, to complete the process

Transformational leaders show individualized consideration by paying

attention to the development needs of each of their followers. Jobs are
designed with those needs in mind as well as the needs of the
organization

Leaders can be intellectually stimulating to followers if the leaders

allow discretion to explore new opportunities, to diagnose problems
and to generate solutions
IMPLICATIONS ON
ORGANIZATIONAL STRUCTURE
In many situations transactional leadership is preferred over
transformational leadership

Transactional leadership

Suitable to stable organizations. Active management-by-

exception can be quite effective if the manager monitors the
employee performance and takes corrective action as need

Transformational leadership

When an organization is faced with a turbulent environment,

when products and services are born, live and die in a few years
or when current technology can be obsolete. For organizations to
succeed, it needs to have flexibility to forecast and meet new
demands and changes as they occur
 IMPLICATION FOR ORGANIZATIONAL
DEVELOPMENT
A transformational leadership training and
development program should be evaluated as
successful if the organization has been
transformed to a level where it challenges
followers to develop themselves as well as
others around them

An effective transformational team leader is

culturally sensitive and must know the
capabilities of each team member.
IMPLICATIONS FOR DECISION MAKING

Team and organizational decision making

ideally involves scanning, problem solving,
discovery , diagnosis, search evaluations
choice and innovations, authorization and
implementation. Ideally, it should proceed
in an orderly forward from scanning to
implementation.

Simple common language is sought to

promote understanding across functional
areas and diverse backgrounds of members.
Transformational leadership is impactful in the organization
it because it affects aspects from planning to implementation
of the organization. However transformational leadership is
not a panacea (all cure) there are scenarios that require
transactional leadership therefore it is advised to have a
healthy mix of both.
The Development of
Transformational
Leadership
 4 Elements to become Transformational
Leader

1. Idealized influence
2. Inspirational motivation
3. Individualized consideration
4. Intellectual stimulation
Step 1: Idealized Influence

It is sometimes called charisma,

describes a leader’s ability to
inspire high standards and serve as
a role model for outstanding
professional practice. Such a leader
gains the trust and respect of staff.
 Step 2: Inspirational Motivation

● Refers to the leader’s ability to communicate a

vision others can understand and want to take part.
● It aligns individual and organizational goals to
create a sense of purpose.
 Step 3: Individualized Consideration
● Refers to the commitment of the leader to
coaching and mentoring, and the leader’s
awareness of and concern for the needs of
every staff.
● A transformational leader knows
individual staff members’ career
aspirations and is often in a position to
guide subordinates to invaluable
mentoring opportunities.
 Ten Steps for Effective Feedback

1. Convey your positive intent.

2. Time feedback appropriately.
3. Establish a common goal between the two of you
4. Describe what you have observed, and be very
specific about the observation.
5. Focus on the behavior, not the person.
Ten Steps for Effective Feedback

6. Watch your language.

7. State the impact of the behavior.
8. Take a pause, and ask the other person to
respond and listen.
9. Focus on solutions.
10. Establish a timeline for the solution.
Step 4: Intellectual Stimulation
It is provided by a leader who asks for and values
staff input, who challenges followers to develop
creative and innovative solutions and who continually
seeks ways to provide growth and development
opportunities.
References:
● https://content.wisestep.com/male-vs-female-leadership/
● https://youtu.be/6M-jBiLu1oQ
● https://www.relias.com/blog/how-to-become-a-transformational-leader-in-
four-steps
● https://
www.cio.com/article/288976/careers-staffing-how-to-apply-
transformational-leadership-at-your-company.html
● https://prezi.com/a1txdccl7yk8/implications-of-transformational-leadership-
for-organization/
● https://www.regent.edu/journal/emerging-leadership-
journeys/transformational-leadership-the-impact-on-organizational-and-
personal-outcomes/
● https://onlinelibrary.wiley.com/doi/10.1111/j.1467-
8551.2007.00547.x#:~:text=Transformational%20leaders%20enable%20the%2
0search,knowledge%20at%20work%20(5).
THANK
YOU!