Transformational Leadership Strategy in Human Resources

The leadership of an organization is bestowed upon some individuals who manage the operations of the organization so that the organization can achieve its objectives. It is very important for the human resources managers to know their roles and perform them effectively so that the organization runs efficiently. Since the department of HR is mandated to handle the workforce which is the most important asset of any organization, it becomes imperative to have people in position of HR leadership who can manage the diverse workforce effectively (Holbeche, 2009). Organizations whose HR managers are ineffective often face many challenges including conflicts thus failing to achieve the coordination necessary for the progress of the organization. This in turn leads to poor productivity. On the other hand, the organization whose leadership is effective and one that enhances coordination among all parties of the organization experiences high efficiency and thus high productivity. With effective transformational leadership strategies in Human Resources, efficiency can be achieved in management which in turn leads to high productivity.

There are different levels of leaderships and they include the transactional leadership, passive avoidant behavior and the transformational leadership. This paper is going to look at the transformational leadership and how it can be achieved in an organization’s HR management. The transformational leader is the one considered to be the most effective leader. This leader develops the people he leads to become leaders too. The leader is respected and trusted by the people he leads. Transformational leader represents well the people he leads to the higher authorities. They make it possible for the growth of other individuals since they serve the interests of the organizations and not there own interests (Bass & Avolio, 1994).

In an industry, the HR leadership is involved in hiring, training, maintaining and developing the workforce. There is need for change in the way these duties are carried out by the leaders. The tendency of taking the employees for granted has to be done away with. The process of hiring the employees should be clearly defined and guided by the code of ethics. There is need to avoid favoritism and other unethical ways of hiring and handling of the employees. This leadership approach is important because it enables equal opportunities for all employees to develop. It also gives the employees equal opportunities for promotions and betterment of their working conditions (Holbeche, 2009).

Transformational leadership in the organization must develop an effective vision towards the realization of the organization’s objectives. The vision should include the contribution of all relevant parties which include the workforce. This means that the actions of all stakeholders should be directed towards the realization of the vision. A transformational leader being a visionary leader ensures that strategies have been put in place to enable the organization to carryout its duties effectively. By doing this, the leaders enable innovation to take place in the organization especially when other people’s ideas are needed for the development of the vision.

The organizational change process towards efficiency involves motivation of the workforce. It is important for leaders to take care of the needs of their employees. These include better terms of employment, good work relations, good salaries, good working environment, among other improvements. Transformational leader goes to the ground and listens to the workforce, thus creating a favorable working environment free from unnecessary fears. These factors motivate the employees who in turn become more productive and this enables the organization to realize maximum results. Motivation is important and unless the workforce is motivated, the organization may fail to realize high productivity.

Transformational HR leadership is characterized by effective decision making processes. This is where the leaders get ideas from different parties in the organization and utilize them to make decisions that affect the operations of the organization. Involving the employees in decision making is by getting their ideas which get utilized in decision making. This also acts as a motivation and since they are involved in decision making, the implementation of the decisions becomes easier. Decision making process should take into consideration other factors such the competitors and therefore include the strategies to have a competitive advantage over them.

Communication is an important element in any management. It is important that the managers utilize efficient communication methods in the organizations. The HR managers should have the knowledge of the advancements in the technology and use it to improve communication. Transformational leaders enable the communication between the management and the workforce to be less complicated. There should be reasonable relationships between the managers and workforce created through effective channels of communication. This is also a facilitating factor in decision making. In addition to the usefulness of technology in the process of communication, technology can also be utilized in the sales and marketing. The promotional strategies used in sales promotion, make use of technology to a larger extent. It can be done through advancements in computer knowledge and internet usage. The leaders should train their workforce involved in the sales and marketing to be capable of handling the customers in an effective manner so as to expand the market coverage. This in turn enables the organization to operate efficiently in the highly competitive market (Bass & Riggio, 2006).

The transformational leader should be in position to enhance teamwork in the organization. The leader allows team cohesion among the members which in turn leads to efficiency in the functioning of the team. The leader allows the members to interact meaningfully and learn from one another. There is need for the leader to realize that the workforce is diverse and each member has different qualities. With this knowledge, the leader should harmonize the workforce and enable them to have a similar objective towards the progress of the organization. It is important for the leader to understand that diversity is not a weakness but rather strength of the group. This is because different personalities are accompanied with different ideas and knowledge which is to the advantage of the organization.

The transformational leadership in human resource management should be characterized with effective problem solving strategies. The leader should be capable of identifying problems, their sources and recognize various available strategies to solve them. Through this, the leader should use the most convenient method of problem solving and thus find the solutions. In an organization there are many situations in which problems arise some of which lead to conflicts in the workplace. It needs a well-equipped leader to solve the problems before they affect the progress of the organization. The collisions in the workplace are not to be ignored because it affects the productivity of the workforce. It is therefore important that the leaders use good conflict solving skills and friendly approaches to inform the workforce of the importance of good relations with one another.

Transformational leadership in HR should be characterized with qualities like good negotiation skills. In any discussion leaders should use the negotiation skills that benefit all parties involved. It is important that the leaders be capable to identify and avoid the mistakes commonly done during negotiations. The leader should be able to develop high order thinking skills, rational and creative mind during negotiations. The leaders also need to develop self-awareness and improve their leadership strategies. They should understand their own management styles; understand such aspects like control of emotions and motivation one-self. It is important that the leaders be capable to evaluate their leadership styles and know how efficient they are especially in leading the workforce. This can be done through the use of Multifactor Leadership Questionnaire (MLQ) which enables leaders to assess and analyze their efficiency in leadership and how they can improve their leadership skills (Moran, Harris & Stripp, 1993).

Leadership that is effective in the HR is one in which the transformational leader plans well. The manager should ensure that the objectives of the organizations are to be met and plan well beyond meeting the objectives. The leader must consider various consequences associated with various plans and goals of the organization. It is important that the leader selects the plans and means of achieving objectives that are more likely to produce maximum results. Leaders have to make sure that there is neither repetition of work nor delay in solving of problems. Everything should be done at the right time to enhance efficiency. Further, the leader should be capable of protecting the workforce where necessary. If a member faces some problems, it is necessary to give them a fair hearing and enable them to know the outcome. The leader should deal with any problem being faced by the members of the organization.

Other qualities that the leaders should possess include being competent to successfully lead others. The leader should have management skills and a good record of leadership. It is also important for the leader to delegate responsibilities to other members of the workforce. This demonstrates trust towards other members of the organization. This can also be enhanced through checking and controlling the workforce and their work. There is need for the leaders to be enthusiastic by expressing commitment towards achievement of goals and this can be shown through optimism.

In conclusion, from the above discussion, it is very evident that for HR leadership to be effectively transformational there are many aspects which need to be considered. The leader must have qualities such as good decision making skills, effective communication skills, team building skills, effective conflict and problem solving skills, enthusiasm, visionary, good planning skills, employee motivation skills, good knowledge and utilization of technology among others. Therefore, with effective transformational leadership strategies in Human Resources, efficiency can be achieved in the organizations and hence maximum productivity.



Bass, B. M., & Avolio, B. J., Improving organizational effectiveness through transformational leadership. SAGE, 1994

Bass, B. M., & Riggio, R. E., Transformational leadership, Routledge, 2006

Holbeche, L. Aligning Human Resources and Business Strategy. Butterworth-Heinemann, 2009

Moran, R. T., Harris, P. R., & Stripp, W. G. Developing the global organization: strategies for human resource professionals. Gulf Professional Publishing, 1993

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