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Transactional Leadership

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Discuss the reasons behind the current enthusiasm for transformational leadership and comment upon the adequacy of the theory

Introduction
On the threshold of the 21st century, organizational strategy highlights the importance of the effective utilization of knowledge and human resources (Ying, Ken and Ting, 2012). To compete in such circumstances with the rapid diffusion of information, organizations must improve employees’ professional skills and knowledge to maintain their competitive advantage to some degree. In this case, understanding the effectiveness of leadership is crucial.

The evolution of leadership theories have generally transited from a stage that focused on personal features to the next, which is more dependent on the interaction between leaders and subordinates. Recently, leadership research has accentuated the effectiveness of transactional and transformational leadership (Tyssen, Wald and Heidenreich, 2014). Compared with transactional leadership, some scholars have argued that transformational leadership could result in a higher level of work engagement in a dynamic environment (Brief and Weiss, 2002). However, although transformational leaders could bring positive affect on employers’ behavior in several aspects and could also instigate a collaborative work environment, it is possible for employers to become over-reliant on them. In addition, it is undeniable that cultural values will have a pervasive influence on different aspects of management and an organization, such as the motivational consequences of leadership style, norms of communication as well as the willingness to take individual responsibility (Child, 1981). Hence, it is necessary to evaluate the extent to which culture can affect the execution of transformational leadership.
The reasons behind the current enthusiasm for transformational leadership and comments on the

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