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Dönüşümcü liderlik, bireylerde ve sosyal alanda değişime neden olan bir liderlik yaklaşımı olarak tanımlanmaktadır. İdeal haliyle gelişmeyi hedefleyen takipçilerde değerli ve olumlu değişimler yaratır. Özgün biçimiyle, hayata geçirilen dönüşümsel liderlik motivasyonu ve morali artırır. Aynı zamanda, çeşitli mekanizmalar aracılığıyla takipçilerin performansı üzerinde de önemli derecede etkisi bulunmaktadır. Kuruluşun misyonuna ve kolektif kimliğine bağlı olarak, takipçiler için bir rol model oluşur ve onlara ilham verir. Dönüşümcü liderler, takipçileri çalışmalarına daha fazla sahip çıkmaya teşvik ederler. Takipçilerin güçlü ve zayıf yönleri tespit edilir. Böylece lider, takipçileri performanslarını optimize eden görevlerle donatabilir. İşlemci liderler ise, takipçilerinin ilham kaynağını ödül ve ceza sistemiyle ortaya koymaktadır. Takipçileri, liderini her yönüyle örnek alıyorsa ödülü hak eder. Fakat, liderinin aksine daha farklı yönlerden ona uyum sağlayamazsa cezalandırılır. İşlemsel ve dönüşümsel liderlik stilleri, son zamanlarda birçok araştırmacının ilgisini çekmektedir. Bir kısım insan bu kavramların benzer olduklarını düşünürken, diğerleri farklılıkların da olduğunu savunmaktadır. Bu araştırma, literatürdeki kanıtlardan yola çıkarak dönüştürücü ve işlemsel liderlik arasındaki farka giriş niteliğinde bir bakış açısı sunmaktadır. Çalışmada, dönüştürücü liderlik ve işlemsel liderlik kavramsal olarak farklı olmalarına rağmen, işlemsel liderliğin bazı unsurlarının dönüşümsel liderlikte yer aldığı sonucuna varılmaktadır. Yapılan bu araştırmada, öncelikli olarak konu ile ilgili literatürde yer alan çalışmalara ulaşılmış, ulaşılan araştırma bulguları derlenerek rapor haline getirilmiştir. Araştırmanın literatürdeki boşluğu doldurması beklenmektedir.
Conversive leadership is defined as a leadership approach that causes change in individuals and in the social field. It creates valuable and positive changes in followers aimed at developing in an ideal way. In its original form, the transformative leadership in life increases the motivation and morality. At the same time, it also has a significant impact on the performance of followers through various mechanisms. Depending on the mission and collective identity of the organization, a role model for followers is formed and inspired by them. Transformative leaders encourage their followers to possess more of their work. The strengths and weaknesses of the followers are identified. Thus, the leader can equip the followers with tasks that optimize their performance. The processor leaders, however, reveal the source of inspiration for their followers with the system of rewards and penalties. If the followers take the example of their leader in all aspects, they deserve the prize. But if the leader, contrary to him, cannot adapt to him in different ways, he is punished. Operational and transformative leadership styles have recently attracted the interest of many researchers. Some people think these concepts are similar, while others argue that there are differences. This research, based on evidence in literature, provides a perspective on the difference between transformative and processive leadership as an introductory nature. The study concludes that, although transformative leadership and processal leadership are conceptually different, some elements of processal leadership are involved in transformative leadership. In this research, it was first made a report by collecting the findings of the research achieved in the literature related to the subject. The research is expected to fill the emptiness in literature.
Transformational leadership is defined as a leadership approach that causes change in individuals and in the social field. It creates valuable and changes in followers who aim to develop in their ideal state. Learning the transformational leadership motivation and morale that are brought to life in its original form. At the same time, to learn word for word of realizations at the right time. It consists of a role model for followers and inspires them, depending on the organization's mission and collective. Transformational leaders encourage followers to take ownership of their work more. The strengths and weaknesses of the followers are determined. Thus, the leader can equip his followers with tasks that optimize their performance. Processor leaders, on the other hand, reveal the source of inspiration of their followers with the reward and punishment system. If the guide takes its leader as an example in all aspects, it deserves the award. But if his leader cannot adapt to him from different directions, he will be punished. Transactional and transformational leadership structures attract the attention of many researchers. One of the media's views of these concepts similarly argues for others. This research draws from the evidence in the literature to provide an introductory perspective on the difference between transformation and transactional leadership. It is concluded that transformational leadership and transactional leadership are conceptually different, and some elements of transactional leadership have a place in transformational leadership. In this study, first of all, the studies in the literature on the subject were reached, and the research cloud reached was compiled and turned into a report. The research is expected to fill the gap in the literature.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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