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Transformation Transactional Leadership Paper

Transformation Transactional Leadership Paper


Title: Integrating Transformational-Transactional Leadership, Warren Bennis’ Vision, and a Christian Worldview to Develop a Personalized Definition of Organizational Leadership


To successfully explain organizational leadership to upper-level managers and other stakeholders, it is crucial to define it. In this essay, I will discuss how Warren Bennis’ theory of future leadership advances and how transformational-transactional leadership varies conceptually. Furthermore, it will incorporate advice from leadership theorists and applied behavioural scientists to offer a basic concept of organizational leadership. This concept will also be analyzed through the prism of a Christian worldview, contrasted with two essential components of organizational leadership and supported by pertinent evidence.

Conceptual Differen­ces: Warren Bennis’ Vision and Transformational-Transactional Leadership

Two contrasting leadership philosophies are transformational leadership and transactional leadership. Transformational leaders inspire and encourage followers through a common goal and charisma, promoting personal development and creativity. Contrarily, transactional leaders emphasize compliance while focusing on rules, rewards, and punishments to achieve goals (Bass & Riggio, 2006).

Warren Bennis saw the future of leadership as moving away from the rigid hierarchies of the past and toward more cooperative, adaptable, and moral forms. He stressed the value of honesty, self-awareness, and the ability to adapt to a constantly changing environment (Bennis & Thomas, 2002).

Transactional leadership assures stability and effectiveness, but transformational leadership encourages inspiration and creativity. The emphasis on adaptation and honesty in Bennis’ perspective is consistent with transformative leadership.

An individual’s definition of organizational leadership

According to many leadership theorists and applied behavioural scientists, organizational leadership directs, inspires, and motivates individuals and groups within an organization to achieve a shared vision and objectives. It includes the capacity to promote ethical behaviour, encourage innovation, and adapt to shifting surroundings while upholding accountability and operational effectiveness.

Major Organizational Leadership Components

There are two crucial components of organizational leadership:

Inspirational Vision: Organizational leaders can influence people by presenting a captivating vision consistent with the company’s mission. They practice transformational leadership by inspiring and encouraging people to participate creatively to realize the goal.

Support: According to Bass and Riggio (2006), inspirational motivation is crucial for transformational leadership, and leaders motivate followers through their charm and vision.

Ethical Responsibility: Effective leaders prioritize making moral decisions, ensuring that their behaviour and employees adhere to moral standards. This is consistent with Bennis’ focus on ethics and honesty in leadership.

The importance of self-awareness and authenticity in leadership is emphasized by Bennis and Thomas (2002), who also advocate ethical behaviour as a crucial quality in leaders.

Compared to the worldview of Christianity

The fundamental components of organizational leadership are consistent with Christian values from the viewpoint of a Christian. Biblical ideas of servant leadership, in which leaders serve and inspire others by imitating Jesus, are consistent with inspirational vision. The biblical mandate for honesty, integrity, and treating others how you would like to be treated (Matthew 7:12) is consistent with ethical responsibility.

Finally, a distinctive definition of organizational leadership incorporates aspects of both transformational and transactional leadership, the forward-thinking ideas of Warren Bennis and a Christian worldview. Leading an organization effectively requires sustaining ethical standards while motivating others with a compelling vision. This concept emphasizes the value of authenticity, ethics, and servant leadership in organizational leadership, and it is consistent with current leadership theories and a Christian worldview.


(2006). Bass, B. M., and Riggio, R. E. Second edition of Transformational Leadership. Press for Psychology.

(2002). Bennis, W., and Thomas, R. J. leadership trial by fire. 80(9), 39–45, Harvard Business Review.

Transformation Transactional Leadership Paper





Having an individualized definition of organizational leadership will prove to be helpful when having to explain the concept to upper-level managers and stakeholders. It is also important to understand how your worldview influences your definition so you are able to defend your position. This assignment will allow you to develop your own definition based on the working definitions being used in the field and incorporating a Christian worldview.

General Requirements:

Use the following information to ensure successful completion of the assignment:

  • This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
  • Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
  • Use academic sources, including peer-reviewed journal articles, scholarly books, government reports, and other instructor-approved texts.
  • Include a minimum of five scholarly topic-relevant sources (majority of articles should be published within past 5 years).


Write a paper (1,000-1,250 words) that addresses the following issues:

  • Discuss the conceptual differences between Transformation-Transactional Leadership and the visions of future developments in leadership Warren Bennis was predicting.
  • Using the guidance of both leadership theorists and applied behavioral scientists, compose your basic definition of organizational leadership that is functional in organizations you know.
  • Drawing from tenets of the Christian worldview related to organizational leadership, compare the key points of that guidance with two key elements of organizational leadership.
  • Support your comparisons with substantive documentation for each of the two key elements of current theories.
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