Transactional leaders use rewards and punishments to motivate followers from "summary" of Leadership traits and theories. A Review by Murali Mg
Transactional leaders are known for their reliance on a system of rewards and punishments to motivate their followers. This leadership style is based on the idea that people are primarily motivated by self-interest and will work harder when they are promised rewards or threatened with punishment. Transactional leaders set clear goals and expectations for their followers and establish a system of rewards for meeting these goals and punishments for failing to do so. Rewards can take the form of bonuses, promotions, or other incentives, while punishments may include reprimands, demotions, or even termination. This approach to leadership is often effective in motivating followers in the short term, as it provides clear incentives for performance. Followers know exactly what is expected of them and what they will receive in return for meeting those expectations. However, this focus on rewards and punishments can also lead to a lack of intrinsic motivation among followers, as they may be more focused on the external incentives rather than on the inherent value of the work itself. Transactional leaders are also known for their emphasis on maintaining the status quo and adhering to established procedures and protocols. They are less likely to encourage innovation or risk-taking, as they prefer to stick to what has been proven to work in the past. This can be both a strength and a weakness, depending on the context and the goals of the organization.- While transactional leadership can be effective in certain situations, it may not be the most suitable approach for all organizations or all types of followers. Leaders must carefully consider the needs and motivations of their followers and adapt their leadership style accordingly to ensure long-term success.
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