Drafting a Problem Statement, Essay Example

Introduction

Transformational leadership has been shown to have a positive impact on employee efficiency (Dvir et al., 2002) impact of transformational leadership on performance in addition to follower development. It is therefore important to understand what aspects of this practice contribute to the development of good leaders. It is possible for higher level managers to influence the efficacy of lower level managers by requiring them to follow this leadership method. Overall, increasing leadership efficacy is important because it could meaningfully contribute to the success of an organization. It is expected that workplace practices will become more meaningful if this type of transformative organizational culture is put in place. It is likely that all organizations would benefit from these transformational practices in spite of their size.

Specifically, employees who are given the opportunity to apply their creativity to their work complete their assignments more effectively (Gong et al., 2001). Because employees feel that they are able to actively contribute to the success of their company, they feel more responsible for the results of their projects and therefore understand that positive or negative results are indicative of a personal reflections. It is important for leaders to understand how they can facilitate this leadership in the workplace to ensure that their employees are motivated to produce the greatest amount of work in the least amount of time and that the products of their labor will be maximally profitable for the company.

Statement of the Problem

It is important for leaders in a variety of field to determine how to appropriately facilitate the creativity of their workers to contribute to the production of meaningful work. As a consequence, they must learn to strike a balance between the needs of the company and the needs of the worker (Bernard, 2000). Transformational leaders are able to encourage the growth of employees by building their skills in a manner that is tailored to the success of the company. Investigating this relationship is essential in the small business setting because the connection between transformational leadership and creativity has not be sufficiently studied in this setting. Small businesses would benefit from an understanding of this relationship because such organization have a higher stake in the development of their employees. Having a smaller number of workers means that it becomes more important for each individual to contribute to the organization meaningfully. Therefore, it is important to assess which characteristics and actions could be reasonably adopted by small business owners or managers to facilitate this level of progress in these organizations (Eagly, 2003). The analysis will be applied to small marketing companies because the element of creativity is particularly applicable in this situation. The value of each individual within the company is a direct reflection of the capabilities of all members in the organization. It is beneficial to gain an understanding of leadership structure in small business settings to determine how consultants can help the managers of such companies reframe their institutional setting in a manner that is capable of greater profitability.

References

Bernard M. (2000). The Future of Leadership in Learning Organizations. Journal of Leadership & Organizational Studies, 7(3): 19-31.

Dvir T, Eden D, Avolio BJ, Shamir B. (2002). Impact of Transformational Leadership on Follower Development and Performance: A Field Experiment. Academy of Management   Journal, 45(4): 735-744.

Eagly, Alice H. (2003). Transformational, Transactional, and Laissez-Faire Leadership Styles: A Meta-Analysis Comparing Women and Men. Psychological Bulletin, 129(4): 569-591.

Gong Y, Huang J, and Farh J. (2009). Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy. Academy of Management, 52(4): 765-778.

Lee, M. (2014). Transformational leadership: is it time for a recall? International Journal of  Management and Applied Research, 1(1): 17-29.

Pedraja-Rejas L, Rodríguez-Ponce E, Delgado-Almonte M, Rodríguez-Ponce J. (2006).

Transformational And Transactional Leadership: A Study Of Their Influence In Small Companies. Ingeniare – Revista Chilena de Ingenieria, 14(2): 159-166.