Transformational Leadership According to Bennis and Nanus Research Paper

Transformational Leadership According to Bennis and midget - Research Paper ExampleIn 1985, Bennis and Nanus conducted a enquiry on transformational leadership. Their research resulted in fresh and significant findings on what transformational leadership is (McKee, Driscoll, Kelloway, & Kelley, 2011). This research paper gives a critical analysis and research-based discussion on what transformational leadership is in accordance to the postulates of the analyse by Bennis and Nanus. The paper pass on specifically focus on transformational leadership in spite of appearance health conduct systems and the management of health care professionals. Bennis and Nanus Research on Transformational Leadership Bennis and Nanus noticed that corporations utilise quantifiable criteria to judge and evaluate their leaders and executives. These criteria included the technical competence of an executive, conceptual skills, people skills, itinerary record, character, judgment and taste. In accorda nce to Bennis and Nanus, leadership competencies cannot be quantified (Trofino, 2008). In this regard, they conducted a research in full-grown corporations and organizations that were undergoing significant transformation. This is due to the fact that positive transformation is equated to good leadership (Simola, Barling, & Turner, 2012). Through their research, Bennis and Nanus revealed that in addition to the aforementioned criteria of judging effectiveness in a leader, there were additional attributes among transformational leaders. These characteristics contributed to the effectiveness of transformational leaders in motivating change within the organizations which they led (Salter, Green, Duncan, Berre, & Torti, 2010). Four main leadership attributes were identified among leaders in transforming organizations as described below. According to the investigation of Bennis and Nanus, the first and major attribute of leaders within transforming organizations is vision (McKee, Drisco ll, Kelloway, & Kelley, 2011). Transformational leaders are visionaries. This means that they have a clear and specific vision. These leaders, therefore, had a conniption of the state of their organization at a specified future date. In this regard, transformational leaders are prompt by the need to drive the organization to the envisioned state (Nazari & Emami, 2012). These leaders realize that it is through their employees or followers that the vision can be achieved and, as a result, they communicate clearly what goals they must massage to achieve (Thompson, 2012). In health care delivery systems, transformational leadership is, therefore, an approach or style to leadership which motivates healthcare professionals towards achievement of a specified vision. For example, transformational leaders within health care organizations would envision the exploitation of the health system that will entail the application of modern technologies in care. In this regard, the transformation al leaders will ensure that the culture of care providers is changed so that they will accept the implemented technologies. This includes their willingness to attend training programs that will equip them with skills and knowledge of applying technology in care. More specifically,