領導力是一種高智商的行為,不是去教一個人，而是使人去跟從他。他涉及到個體如何應對逆境中存在的情況，這些與個人表現有關系。因此,某種程度上,可以說,情況塑造領導力和組織力。早期，領導風格已經發生了顯著的變化。在以前,大多數的管理者認可交易型領導,而當今時代，如果他們想不僅可以保留自身存在的意義,而且還增加價值，他們就被迫適應變革型領導。這是一個公平的社會，領導力與政治、行為特性與領導特質都有莫大關聯。

變革型領導在工作中對員工給予高度的重視,所有的員工工作中可以擁有高度的關注和評價。因此變革型領導的一個重要特征是執行一個個性化的理念來關心所有的員工，并關心他們為組織所做的工作和貢獻。這也使得領導特別關注低層次的員工,因為他們是一個企業發展的基礎。

Leadership is a quality that can not be taught to an individual; rather it can be learned from the situations. It is the quality of individuals to tackle adversity of different situations with proper efficiency along with a number of individuals that are associated with it. Thus it a way, it can be said that situations create leaders and not the organizations. There have been significant alterations in the leadership styles that used to be pursued by the managers in earlier times. This can be further clarified from the fact that in previous times, most of the managers used to follow transactional leadership, while in present scenario they are compelled to use transformational leadership if they want to not only retain their significance, but also add value in it. It is a well balanced combination of social, political, and behavioral features that are associated with leadership trait.

Transformational leadership gives high importance to the fact that all the employees working in lower segments of the organization possess a high desire of attention and appraisal. Thus an importance feature associated with transformational leadership is to perform an individualized concern for all the employees working for the organization. It also makes special attention towards the lower level employees as they can be referred to as the building blocks of the organization. If an organization makes expansion plans, it is this particular segment of employees that exerts required extra pressure and enables organization to achieve those goals, thus they should not be ignored while benefits are being provided for the performance. Also they should be motivated on a regular basis to make sure that internal strength is maintained during any of the unfavorable condition. Leadership also varies according to the functions being performed in the organization as well as the organization itself as culture and values vary from organization to organization and so does leadership behavior. Values of a particular organization can not be imposed over other organizations and similar is the case with leadership implications. Some of the employees are influenced by charismatic behavior, some with individualized consideration, while some with intellectual. It is completely dependent over understanding of human behavior of the transformational leader that how well he understands the need of the different individuals and act accordingly. This can be used to motivate different employees so as to achieve various goals of the organization. This also helps in deriving various fundamental features related to the HR department, i.e. recruiting, selecting, and training of employees. All these steps are related to the appropriate motivational concepts to be taken care by the leaders, and which also determines the efficiency of the leaders. Thus it is a basic responsibility of a leader that it ensures enough flexibility within organizational structure along with optimum distribution of resources such that entire organizational structure could be tied up together to form a well balanced company composition that operate in order to achieve certain specific goals.

This article has broadened my understanding about different aspects of leadership, especially transformational leadership along with certain key features that define its basic functionality and functioning with different consideration.

Leadership is a quality that drives an organization in a pull manner. Leadership can also be defined as an art that is entirely dependent over an individual's ability to carry out various tasks. But based over certain particular abilities, there are certain categories in which leaders can be categorized based over their leadership style. Leadership today is quite different as compared to that followed in previous times as continuously changing external conditions. This is further explained with the help of an example of Captain Robert Falcon Scott that has shown earlier leadership behavior. In present scenario, individuals perform various activities so as to attain pre-defined compensation that will be provided to them for completing their work. This is a clear representation of transactional leadership in which only a transaction is taking place between a manager and an employee. This approach work fine as far as basic goals over an organization is concerned, but when advanced goals of an organization are taken into consideration, this approach becomes highly inappropriate. Due to continuously rising dynamism in the corporate sector, there is a need to make a switch from transactional leadership to transformational leadership that makes it possible for organization and employees associated with it to perform in a flexible manner.

Transformational leadership is an approach in which managers are highly concerned about interest of the employees that associate employees with organizational procedure in a better manner. This form of leadership laid its foundation over mutual benefits, i.e. both employees and organization is getting benefits from each other. It is due to this reason only that companies are able to make continuous increment in their 'to be achieved goal' list along with attaining them to a great extent. Involvement of a manager in his employee activities also define the level of commitment that an employee possess towards organizational goals. Functioning of an organization is always defined from the efforts that are being received from its line managers and lower segment employees. This style of leadership makes focus over this particular factor and ensure that various standards are not compromised.

Different Styles

Leadership is one such quality related to a manager that acts in a highly variable manner and in accordance to the situation under which several operations are carried out. One such statement that defines their working is 'one who initiates the structure for interaction among his colleagues, and who does so with consideration for their welfare'. If most of the highly successful leaders of previous times are analyzed over this quality, they would fail deliberately. Some of the specific styles are,

•Charisma: this characteristic clearly defines dominance and influence of a leader over most of the individuals working in the organization. This can also be represented as an interface for employees of an organization that finally decide key role to be played by the associated employees. In the research over this entire discussion has been conducted, it was observed that moderately significant number of employees (i.e. about 78%) are convinced to exert extra pressure for improvement in the organization.

•Individual Consideration: individual consideration is one of the best possible methods to raise the level of integrity pertaining within organization but when its professional aspects are analyzed, it has been observed that its output comes out to be a little less (75%) as compared to other characteristics. But when this comparison is made with that of transactional leadership, it is distinctly ahead.

•Intellectual Stimulation: flow of information is an elementary essence for an organization that makes it possible for company to make sure that its entire workforce is well aware of all the facets and concerns of the organization. This factor also helps in raising the commitment level of the employees that automatically increase their contribution that is made towards the organization defining the effectiveness of the managers. When stats are observed, it turns out that about 82% employees get ready to exert extra pressure from this particular characteristic of the transformational leaders.

When these stats are compared with that of contingent reward and management by exception, which comes under Transactional Leaders, it has been observed that about 60% and 58% employees are willing to make extra effort that clearly differentiates effectiveness of transformational leaders over transactional leaders in terms of the performance and efficiency whose maintenance is an elementary requirement of the organization.

One of the features that are explained by transformational leaders is that they place a clear demarcation between success and failure. If an organization is able to raise its achievement, it can be kept in the category of successful, otherwise failure.

Another feature that is associated with transformational leadership is that, it is able to make optimum use of the available opportunities along with maintaining high degree of synchronization with the present circumstances. He is also concerned with the aspects like recruitment, selection and promotion, hence shaping the organizational structure that is the key aspect to success. It is also directly related to the corporate image of the organization that is further linked to the profitability of the organization hence making it possible to further intensify the excellence associated to the organizational performance.

An importance feature related to the organizational performance is development. It is due to the fact that in present scenario, an organization has to take regular developmental steps to not only retain its identity, but also gain a competitive edge over its rivals. Transformational leadership also acts in a way to shape up its development scope by rendering some of its policies according to the present needs of the company.

Transformational leadership is an extremely significant tool that can be applied over any organization, but in a highly specific manner, otherwise it could prove itself to have a negative impact over the organization. Also transformational leadership could be learned through management training at different possible levels of management, i.e. line, intermediate or strategic to adopt several traits such that they are able to make vital contribution in organizational functioning.

An important concept related to the managers is that they can not be programmed or trained for each and every possible practical situation. They can be equipped with a basic understanding of the scenario and functions to be performed by them, but they have to act accordingly. Especially transformational leaders can be kept in this particular category due to which flexibility is a significant essence for them. Transformational leader is responsible for defining the work environment and culture of the entire organization, thus he should be well aware of all the facts and facets associated with its operations in order to avoid any undesirable situation that could be encountered during organizational procedures.

Job design and assignment

One specific role of transformational leaders, i.e. individualized consideration is if high significance when job design and job assignment is taken into account. They have to perform this particular task with respect to the individual's performance. This sometimes may be a time consuming procedure, but it should not be such that it shows its dominance over time periods of various other tasks to be performed by these leaders within organizational premises. It is generally learned along with experience, which is directly related to the efficiency of the organizational performance.

Finally, they act as the role model that makes highly deep impact over organizational structure as one of their primary tasks is to regularly monitor diversified processes and formulate rules & regulations to maintain decorum and work effectiveness in a desirable fashion. Also he can implement some corrective actions if required to retain the factor of stability within organizational premises.