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Leadership a Choice not a Gift (Transformational Leadership)

Leadership a Choice not a Gift

Leadership is the process of handling, controlling and leading the people or followers in order to achieve some common goals (Brandt & Laiho, 2013). The effective leadership in business is necessary for the growth and development of business. With the help of the leadership, the organizational capabilities are transforming to the organizational goals and abilities. There are number of the traits and leadership style a leader possesses (Cheung & Wong, 2011). However, the main power of the leader is the situational leadership. The transformational leadership style is necessary for the success of the business. This leadership style has potential to converts the capabilities into expertise and serves the employee or the workforce and also plays an important role in change management (Deinert, Astrid C. Homan b, Homan, Boer, Voelpel, & Gutermanna, 2015).

The leaders have the qualities by birth. The institutions, coaches and environment just polish and enhance those traits and qualities of the person (Ghasabeh, Soosay, & Reaiche, 2015). Visionary leader always keep an eye on the variables of the market. The same thing happens in success of Warren Buffet when he achieved an excellent opportunity to make the investment in New England Textile Company (Guay, 2013).

Every person is unique; therefore every leader must be unique as well.  There are many types of leadership styles that have been studied; if you have two different persons implementing the same style of leadership you will still have some differences due to their unique human qualities and experiences (Kirkbride, 2006). The way you were raised, your genetics, the culture around you, the obstacles that you were able to overcome give you these unique characteristics. Each style of leadership ultimately arose from studies of the behavior of people that hold leadership positions (Parolini, Patterson, & Winston, 2009). Long before modern leadership theories were written, leadership had existed way before the birth of Christ.

There are many factors that play in order to be a good leader. According to Transformational Leadership Theory (TLT), the motivation and enthusiasm are the two most important characteristics that describe the qualities of leaders in an organization (Stone, Russell, & Patterson, 2004). Transformational Leadership Theory is based on the ‘vision,’ which is self-acquired or sometimes has also been associated as the personal attribute of the leaders. The leaders then inject the prospect of this vision into others to provide motivation and enthusiasm (Ghasabeh et al., 2015). I can honestly say leading is no for everyone as your actions might affect others in many ways.

The impact you may have on others can be enormous. Just look at the religious leaders like prophets, priests and gods (in the human form). Also look at the scientific leaders like Aristotle, Darwin and Newton. You can also find numerous other examples of military leadersand the roles they played in battles were they were outnumbered (Winchester, 2013). We can still feel the impact that such humans had over humanity. Your impact as a leader might not be as great as these extraordinary human-beings that accomplished unbelievable achievements. Never the less your impact will affect the environment of the workplace, your followers’ lives, and the success or failure of your company (Zwingmann, Wolf, & Richter, 2015).

When you are not in a leadership position usually all the actions you take are in order to benefit yourself and you don’t worry about none of these issues. At the same time many employees starting a career find themselves wishing for a leadership position and many employees that hold a leadership position find themselves wishing for a way out of leadership. I have held many jobs in my career and none can compare to stress level of when I held leadership positions.

Now day’s companies put a lot more pressure on their leaders since they have a lot more information about the major impact a good leader can have in an organization. Companies now send scouting teams to different places in order to find a good leader. They will also try to raise good leaders with in their company. Unfortunately you can’t grow leadership skill on trees and it is very difficult to predict who will make good leaders since this skill can’t just grow in an individual from one day to another.

However organizations consider their leaders a sacred asset and will try and retain these leaders at all cost. Some organization will stop at nothing and will keep funding more and more research in order to find the basic qualities of a good leader and if they are natural or acquired through experience. Studies during the 1950s concluded that personality attributes can be different for different organizational structures and objectives, making it difficult to find the basic qualities of a good leader.

 This paper will give examples of the companies I have worked for and other companies on how they develop their employees to leadership positions. It will also give examples about my leadership style and two examples of how overcame certain issues. First how I was raised plays a major role on my way personality. I will explain some of my experiences in order to better understand what ultimately gave me my personality and leadership skills. I was born an American raised in Mexico. As white tall blonde boy I always stood out from all the rest of the kids in Mexico.

Throughout my life I have been in situations where I can’t help but feel I had been discriminated against.I can honestly say I had suffered discrimination in Mexico for being white and In the United States for being Mexican. Learning how to deal with this and overcoming these situations has played a role in by behavior and personality. I have learned to treat everyone equally and never judge a person on how they look or what accent they speak with. Treating everyone equally is essential in an organization.

I started working at sixteen with a huge company of-course nowhere near a leadership position. Even being this young I would always question management and try to help their decision by giving input to their ideas. At eighteen this company was going to send me to management training. I had applied to work for the Government a few months back and two weeks before I left to management training the Government called me. I started working for the Department of Defense at nineteen years old. Working for the Government is very different for a private company.

This means that everyone can try to become a successful businessman if he thinks that he has the abilities and capabilities. In other words, the effective leader can guide, give direction and determine the path of success for the organization. Therefore, these people also have the qualities and traits of the leadership that are necessary and mandatory for the growth and development of the business. One of the key factors for the success of the business is the organizational change that comes up with effective leaders and efficient management.

Private companies usually try and pay more in order to retain employees and Government tries to retain employees by giving them maximum job security. With this being said it is extremely difficult to fire a low performing Government employee due to the ridiculous benefits they get (same ones I have). Leadership must act within six months in order to let go of low performing individuals, if they do not act with in this six months, employees are pretty much set with a job regardless of their performance.

In addition, the struggle, interest and ambition also count of KPIs of the success. One important thing is that education is necessary to understand the society and the trends of the market. However, the traits and personality of leaders does not require such kind of the education and training. Vision comes from inside of a leader. Many successful leaders of the world both in politics and businesses are not educated. Even most of them do not even have a chance to go to school. The most well-known thing in every one of these cases is that all begun from the beginning stage. They have absence of the assets. This implies they were dealing with the supreme point of interest.

What usually happens because of this is that you have the people that just got hired doing all the work and the others that have been there for years doing the bare minimum. All my leadership experiences comes from Government positions as I have worked for ten years for the Government and have held six different positions due to promotions. As a nineteen year old working for the Government I felt extremely lucky and accomplished. This was something beyond my dreams and I did not waste any time trying to prove I deserved to be there. 

I try and stand out from the rest of the crowd as I worked to bring my performance at a higher level with every year I work there.  As a result of always pushing myself to do better, I was promoted to a master mechanic. I was the youngest person in the organization to hold that position. Then after that I became the youngest Aircraft Supervisor probably in the history of that division. Having the formal job title of Aircraft Work Leader I had a lot to prove to individuals that were veterans and had been working with Aircraft for more than twenty years.

Privately owned businesses as a rule attempt and pay more so as to hold representatives and Government tries to hold workers by giving them greatest professional stability. With this being said it is greatly hard to terminate a low performing Government worker because of the crazy advantages they get (same ones I have). Authority must act inside of six months keeping in mind the end goal to relinquish low performing people, on the off chance that they don't act within these six months; representatives are practically set with work paying little heed to their execution.

  These people had been working with aircraft long before I was born.  Supervisors that had the same rank as me were always in an office. Just as transformational leadership demands more time and resources from people as leaders. I would spend much of my free time outside trying to:

  • See the issues for myself
  • Help the mechanics in every way
  • Able to gain trust
  • Gain the employees trust,
  • Support change management

There are number of the people who started the business but few of them get success and earn fame in the world. Most of the business is recognized internationally like, Apple, Google, Samsung, Dell, Microsoft, AT&T and many others. The people mostly know these companies and the products and services provided by them. They have to face many challenges, hardships and problems to achieve the success. The success cannot come over night (Brandt & Laiho, 2013).

Leading became much easier as my decisions were backed not only by supervisors but by the employees. There are decisions that I had to take that were difficult and higher leadership did not like. Since Aircraft do not have an emergency lane that they can fly into, it is crucial that while on the ground everything is done with perfection.  Everything single thing from opening an aircraft door to removing a small screw must be recorded on paper and electronically (Guay, 2013). 

This is done for obvious safety reasons and in case of an accident was to happen it would be much easier to pinpoint the reason of what caused the accident. Foreign objects material (FOM) play a major role in aircraft accidents. FOM can be anything that is not part of the aircraft such as lost tools left behind, lost screws, birds, and any other object that may cause an accident. One time an employee came to me he said that he had dropped an MP3 player and he did not know where it was.

I had to immediately think of the worst possible scenario. Did the employee drop it by the flight controls preventing pilots from maneuvering the aircraft and cause a crash? Did he leave it by the engines possibly damaging an engine blade and cause a crash? I immediately called the upper management. They told me to look on the aircraft that were not flying. I was not comfortable with this knowing that the employee had worked aircraft that were currently in the air.

Leadership did not want to recall the aircraft because then our organization will look bad in the eyes of the military. I had no choice but to call a commander in the military in order to recall all the aircraft that were flying. Leadership was furious as I had not followed their orders and went over their head.  Working for the Government I knew I was not going to get fired.  When all the aircraft landed and we searched the entire fleet the MP3 player was found in one of the aircraft that was flying. A few months later I received a coin and a certificate of recognition from the base commander (Parolini, Patterson, & Winston, 2009).

The association working in national or global requires diverse sorts of the change. The primary and center change that is important to react to the interior and outer components is the structure of the association. The change administration is the procedure inside of the association that can be conceivable if association has adaptable structure. The inflexible and extreme structure dependably opposes to the change. The second thing that backings the procedure of progress in association is the successful and productive administration. The leader makes the joint effort between the diverse branches of the association (Winchester, 2013).

This is the duty of the leaders and the managers of the organization to create awareness among people about the launch of the new products, its benefits, and cost advantage for the customers and value addition in them. One common characteristic in all these business leaders is that they are risk takers and has consistency in their personality. The consistency is very necessary for the completion of any work and the success of any kind of the project.

Transformational leadership requests additional time and assets from individuals as pioneers. This is achievable in little scaled business setups that don't have huge results and expert difficulties. Then again, this hypothesis can't be connected for the expansive scale business ventures which are out of the degree for a solitary individual to work and oversee. Transformational Leadership Theory does not clarify this exceptionally fundamental entanglement in its suggestion (Zwingmann, Wolf, & Richter, 2015). In the event that the pioneer is investing the majority of his energy and assets to accomplish the extensive and out-of-degree results then he or she couldn't concentrate much on the scholarly incitements and individualized contemplations. This angle will make him incapable in his control over others, which is likewise important to be the effective leaders.

All the leaders discussed get realization was that the world of work was changing and that every individual was becoming more entrepreneurial. The most common thing in all these cases is that all started from the initial stage. They have lack of the resources. This means that they were managing the absolute advantage. In addition, this is important to study the characteristics of Transformational Leadership. Some of the characteristics are as follows:

  1. Discontinuous and substantial change to shape and structure
  2. Fine tuning and incremental adjustments of the current situations
  3. Understands the need for change due to external environmental forces
  4. Change is pervasive and deep
  5. Avoid contained and shallow change within organization
  6. Set new actions and strategies by the members of the organization
  7. More or less of existing behavior patterns

The creation of the merchandise by the nation or the individual with littler amount of inputs and get the most extreme yield per unit is known as the outright point of preference. Then again, the genuine addition in exchange is just in view of the near point of preference not on the outright favorable position (Deinert, Astrid C. Homan b, Homan, Boer, Voelpel, & Gutermanna, 2015). An open decent is the great that is both in the non-competitions' and non-excludable. Nobody can confine and stop the utilization of the general population divine beings. General society merchandise is for the advantages of the group as the entirety. Furthermore, these are not with the end goal of the procuring or the increases or making the benefit with offer of items and administrations.


Brandt, T., & Laiho, M. (2013). Gender and personality in transformational leadership context. Leadership & Organization Development Journal, 44(1), 44 - 66.

Cheung, M. F., & Wong, C.-S. (2011). Transformational leadership, leader support, and employee creativity. Leadership & Organization Development Journal, 32(7), 656 - 672.

Deinert, A., Astrid C. Homan b, 1. D., Homan, A. C., Boer, D., Voelpel, S. C., & Gutermanna, D. (2015). Transformational leadership sub-dimensions and their link to leaders' personality and performance. The Leadership Quarterly, 1-26.

Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). THE EMERGING ROLE OF TRANSFORMATIONAL LEADERSHIP. The Journal of Developing Areas, 49(6), 461-467.

Guay, R. P. (2013). The relationship between leader fit and transformational leadership. Journal of Managerial Psychology, 28(1), 55 - 73.

Kirkbride, P. (2006). Developing transformational leaders: the full range leadership model in action. Industrial and Commercial Training, 38(1), 23 - 32.

Parolini, J., Patterson, K., & Winston, B. (2009). Distinguishing between transformational and servant leadership. Leadership & Organization Development Journa, 30(3), 274 - 291.

Stone, A. G., Russell, R. F., & Patterson, K. (2004). Transformational versus servant leadership: a difference in leader focus. Leadership & Organization Development Journal, 25(4), 349 - 361.

Winchester, N. M. (2013). Transformational Leadership. Kentucky Nurse.

Zwingmann, I., Wolf, S., & Richter, P. (2015). Every light has its shadow: a longitudinal study of transformational leadership and leaders’ emotional exhaustion. Journal of Applied Social Psychology, 1-15.

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