Organizational Behavior: Charismatic Leadership


Organizational success anchors on different factors ranging from resources to market environment. Such diversity in contributing elements makes it essential to narrow on leading contributors accounting for a significant change necessary for enterprise success. Leadership remains a leading contributor to business and any form of organizational structure, the course book outlines various concepts of leadership significantly help with managerial aspects of the business (Robbins & Judge, 2017). The paper discusses the idea of charismatic leadership using the through transformative and transactional leadership models. The discussion outlines how charismatic theory plays a vital role in the institutional management of both employees and resources. 

Charismatic leaders are regarded to possess various characteristics that necessarily help in informing their actions and motives as they pursue organizational objectives. Among the traits include articulation of visions, sensitivity to employees’ needs, unusual behavior, and taking personal risks (Robbins & Judge, 2017). The charismatic leadership theory indicates the leadership abilities that leaders considered to have extraordinary attributes instill in their followers. In summation, these qualities importantly influence the behaviors of both the leaders and their followers within the institutions. 

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In explaining charismatic leadership theory, the concept borrows significantly from the elements of transactional and transformational leadership. Transactional leaders are in a position of exchanging rewards for efforts and performance by their followers. As such, in applying the Laissez-Faire concept, the ably abdicate responsibilities hence avoiding decision making and instead entrusting the role to their proven followers (Tyssen, Wald, & Heidenreich, 2014).  A transformational leader, on the contrary, promotes intelligence through promoting rationality and communicating their expectations as part of gaining trust and respect with their followers (Tyssen, Wald, & Heidenreich, 2014). The transformational leadership concept allows leaders to instill pride and ownership of their vision among their following. Both transactional and transformational concepts remain important surmounting success within an organization. 

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  1. Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Upper Saddle River, NJ: Pearson.
  2. Tyssen, A. K., Wald, A., & Heidenreich, S. (2014). Leadership in the context of temporary organizations: A study on the effects of transactional and transformational leadership on followers’ commitment in projects. Journal of Leadership & Organizational Studies, 21(4), 376-393.
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