Transformational Leadership

Yulk (1994: 11) says that the leadership is the process by which individuals influence other group members to achieve organizational goals. Meanwhile, according to Robbins (2001), leadership is a relationship between a person with another person. Leaders are able to influence others to willingly cooperate in the tasks related to achieving what is desired.

A research body in his research found several variations of models for understanding leadership. Some small details are very useful in theoretical research and find a Multifactor Model of Leadership, Bass, Yamarino, & Hater (in Corrigan, et.al 2002). In this model of transformational leadership proposed as an effective leader to help members of the group that is subordinate to change the shape of the program and develop the needs of their members. The purpose of transformational leadership is achieved through charisma, inspiration, intellectual stimulant, and individual consideration to the interests of subordinates.

In Bernard Bass (1990), transformational leadership is a form of leadership where the leader is able to expand and improve working interest in his subordinates, leadership system where its leaders are capable of triggering sensitivity and acceptance of vision, mission and corporate objectives, and where its leaders have control over their subordinates so that subordinates- subordinate to be able to explore their own potential for the betterment of the company / group.

According to Burns (in Gardner and Stough, 2002). Transformational leadership in another sense is the process of motivating subordinates in an attractive way to enhance the goals and values. Transformational leadership is also defined and interpreted as a vision for the organization and then inspire subordinates to participate in generating such a view.

Leaders often review and make corrections on the performance of their subordinates and the leader has full control in running an organization. In this case transformational leadership to be important in survival. Based on the research of Dr. Olga Epitropaki, the system showed that transformational leadership:

1. Can significantly improve organizational performance

2. Have a positive impact on long-term sales and customer satisfaction

3. Improving organizational commitment of subordinates

4. Increase employee confidence and firm behavior (organizational citizenship Behaviours)

5. Increase employee satisfaction with work and leadership

6. Reduce work pressure and improve the welfare of employees

According to Robbins, transformational leadership is a leader who can inspire employees to better prioritize the progress of the organization rather than personal interests, special attention is given both to employees and be able to change the consciousness of its employees in looking at old problems in new ways.

Transformational leadership is defined as involving a change of leadership in organizations. Leadership is also defined as an act of leadership requires the motivation of subordinates to be willing to work for high-level goals that are considered beyond their personal interests at the time. Transformational leadership are indeed interpreted as true leadership, because leadership is really working towards the goal of the act of directing the organization to a destination that never achieved before. (Locke in Yanto 2004).