The effectiveness of leadership styles differs from tasks and situations. It is the responsibility of the leader to identify the most effective leadership approach for resolving varying issues in an organizational setting. For instance, transactional leadership would be the most effective in solving issues, such as the use of force, unmotivated personnel, and some types of internal corruption. The reason is that this leadership style is based on the creation of clear structures, expectations, and rewards that guide the leader and follower relations to improve effectiveness, particularly through a mutual cost-benefit exchange behavior (Marturano & Gosling, 2007, p. 168).
The key characteristic of this leadership approach is that the work requirements are clearly outlined, including the rewards and possible punishments for failure to perform as expected. The leader and the subordinates usually negotiate a contract, whereby the personnel is given rewards, such as a salary to accomplish particular tasks, thereby offering the employer authority over the personnel. Since the working relations are usually negotiated through a contract, the use of force is usually minimal because the personnel accepted the working requirements. It is also based on the cost-benefit exchange process, where continued relations are based on mutual benefits and agreements, rather than coercion. The approach is essential in motivating personnel, mainly through increasing rewards to improve productivity. It will motivate the subordinate personnel because their higher performance will always be rewarded accordingly and reviewed in subsequent negotiations. Since humans are intrinsically motivated by higher rewards, the opportunity for such bargains in transactional leadership will increase their job satisfaction, thus motivating them (Marturano & Gosling, 2007, p. 168). Since the structures established by the transactional leadership are meant to improve efficiency through a cost-benefit process, internal corruption as an obstacle to mutual benefit will not be tolerated. The strict supervision by the leader to guarantee the realization of observable benefits will minimize incidences of internal corruption. Since the subordinates have extensive autonomy in decision-making, their engagement in internal corruption will be limited. In conclusion, the cost-benefit exchange process in transactional leadership would be the most effective method for resolving issues, such as the use of force, unmotivated personnel, and some types of internal corruption, because it has clear structures for eliminating such inefficiencies.
Marturano, A., & Gosling, J. (2007). Leadership: the key concepts. New York: Routledge.