In recent years, leadership has become a captivating idea for a substantial number of people. Inspired by the idea that effective leadership will inevitably affect their professional, social, and personal lives positively, they are looking for information concerning the characteristics of a successful leader (Northouse, 2018). However, there is no single way to attain leadership ability and organize other people to achieve goals. Leadership is investigated by scientists in many contexts using both quantitative and qualitative methods of research, and a significant number of leadership models are currently defined. In this essay, the case of a local hospital is examined with the definition of Wassmiah’s style of leadership, its advantages, and its disadvantages.
Transactional Model
The leadership model chosen by Wassmiah to provide an effective work of a local hospital corresponds with the transactional leadership model of management. This model is characterized by the cooperation of a leader with followers and the distinct reward system in which employees’ efforts are encouraged (Northouse, 2018). The transactional leadership implicates the leader’s control over managers’ activities and negative feedback or corrective criticism in the case of a mistake (Northouse, 2018). These transitional model traits may be commonly found in Wassmiah’s management as the leader practices the reward system to encourage employees’ positive behavior and boost their productivity. In case of any problem, Wassmiah gives instructions to staff and points out the followers’ inaccuracies in short order if the standards of work have not been met.
Advantages of the Transactional Model
There are significant advantages of transactional leadership supported by Wassmiah’s case. First of all, the reward system provides a highly substantial level of efficiency. In Wassmiah’s local hospital, this system encourages the followers’ accurate and active duty performance. Another benefit of the transactional model is expected outcomes and goal attainment due to the sharp differentiation of labor and the manager’s coordination of working processes. In the described case, the division of labor provides a successful performance of the hospital without duplication of work and conflicts between colleagues. All work is divided into small, achievable parts between all members, and every employee knows his or her duties.
Disadvantages of the Transactional Model
However, the transactional leadership model of management has a distinct disadvantage that plays a significant role in the potential decrease in performance capacity. Despite the effective differentiation of labor and targeted tasks, well-managed workflow, and the absence of conflicts in a team, transactional leadership does not promote the personal interest and motivation of followers to achieve results beyond expectations (Northouse, 2018). There is no working cooperation between a leader and followers on equal terms, and the transactional model creates a hierarchically structured system with the reward system that is defined as the main implication for workers’ motivation. Without rewards, followers may lose any interest in their work and avoid their obligations. The absence of employees’ commitment and enthusiasm may be noticed in the case of Wassmiah, who suspects that staff members do not work without supervision.
Complementary Models
Despite some definite weaknesses, the transactional model of leadership is an effective pattern of management. It promotes teamwork and minimizes conflict situations between employees that may occur due to uncoordinated activities or the difference of opinions. Regarding the case, the successful performance of the hospital may be impossible without Wassmiah’s leadership attributes, that is why charismatic leadership may complement the distinctive transactional model. Charismatic leadership is primarily characterized by the personality characteristics of a manager, such as a self-confidence, dominance, and strong moral values (Northouse, 2018). A strong charismatic leader shows competence, thoroughly organizes the working process, articulates goals, motivates, provides criticism in the case of misbehavior, and communicates high expectations from employees (Northouse, 2018). Wassmiah is an authoritative manager who creates the top-performing hospital’s environment with a well-defined role for each employee, the coordination of all work activities, and the positive reinforcement of appropriate behavior through the reward system. Such management results in high efficiency of the health care organization, successful goal achievement, the increase of employees’ obedience and motivation.
To boost the employees’ productivity without supervision, Wassmiah should adopt the elements of the transformational model of leadership as the model of management may capture both transactional and transformational leadership (Vito, Higgins & Denney, 2014). This pattern focuses on the intrinsic motivation and development of followers, their enthusiasm, and the intended commitment to work (Hamstra, Van Yperen, Wisse & Sassenberg, 2014). If Wassmiah encourages employees to be creative, supports their ideas, listens attentively to their needs and suggestions, promotes the organization’s ideology and high ethical standards, and shows optimism, it will significantly motivate workers. Inspired followers will not need the manager’s constant supervision to perform their duties.
Conclusion
The style of leadership chosen by Wassmiah to provide an effective work of a local hospital corresponds with the transactional leadership model of management. The reward system that encourages positive behavior, the differentiation of labor, and short-term achievable tasks provide a highly substantial level of efficiency. However, a lack of personal motivation and employees’ enthusiasm decreases performance capacity when there is no supervision and activities will not be rewarded. Wassmiah’s efficient management is determined by personal characteristics and charisma as well. The elements of the transformational model of leadership, such as the support of followers’ creativity and the attention to their demands, may increase employees’ obedience regardless of supervision.
References
Hamstra, M. R. W., Van Yperen, N. W., Wisse, B., & Sassenberg, K. (2014). Transformational and transactional leadership and followers’ achievement goals. Journal of Business and Psychology, 29(3), 413-425. Web.
Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). London, England: SAGE Publications.
Vito, G. F., Higgins, G. E., & Denney, A. S. (2014). Transactional and transformational leadership. Policing: An International Journal, 37(4), 809-822. Web.