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In the era of cut-throat competition, well-balanced mixture of rightful strategies enables the companies in retaining long term success. The good leader is the boon for the company as they help the companies in improving their operations in the competitive environment. Distributive leadership and Transformational leadership explore the different qualities of a good leader thereby forming the main essence of the assignment. Apart from the origins of those leadership models, their practical applicability in the real world of competitive environment has made this a package guide for the companies that are struggling to get long-awaited success.

Definition and Introduction 

Distributive leadership

Distributive leadership is an analytical and conceptual approach taking place in an organization. It focuses on the qualities of an individual leader who gets engaged or distributed to a particular perspective or activities taking place in an organization. According to Liang & Sandmann (2015), distributive leadership involves distributed and multiple sources of leadership stretching over situational and complex needs. This type of leadership states that the leaders need to respond well to the interests and perspectives of the companies so that better yields could be generated. Through close analysis of the distributive leadership problem content specific attributes, collaboration, feedback generator continuous improvement mindsets necessary to retain the success could be well explored.  

Transformational leadership

The transformational leadership model is a well-accepted leadership style that inspires positive flow in the mind of the leaders so that the qualities of energetic, passionate and enthusiastic qualities could be nurtured in the minds of those leaders. In the words of Hawkins (2017), in this theory of leadership the leader’s works in a team who are ready to identify the change needed through the development of a vision where inspiration and motivation to the employees in each time is given to the employees. The concepts of motivation morale, development of collective identity and work performance has to be closely aligned for discussion so that the performance boost in the company could be done easily.

Relationship between the two models

In distributed leadership how the distribute the activities that exist in an organization is explored and in transformation leadership how to work in a team and how to motivate the employees so that hidden talents of them could be explored links the tow model with each other. The teamwork and freedom to place new ideas combines together to bring the most awaited success in an organization.

Apart from that through distributed leadership the activities or rather the daily chores of the business gets well settled that further helps to create motivation for work in the companies (Hawkins, 2017). Therefore, by activity distribution and through effective teamwork, not the two leadership models that related but also the weakness of the employees that are hindering the performance boost of the organization could be well determined.  



The idea of this transformational leadership was first coined by James Mac Gregor Burns. The need for the development of strong vision and wide spreading these features among the employees by injecting motivations among the employees could be done by these transformational leaders. Transformational leaders usually influence others by transforming perceptions and motivations to expectations so that future goal that has been targeted by the company could be achieved easily. In the year 1978, Bernard Bass extended the work of the Burns and gave the name of the transformational leadership as Bass Transformational leadership (tools4management.com, 2016). The effectiveness of recreating the relationship between the employees and the top management executives gave rise to this concept. It was seen that one single was concept was needed by which the effectiveness and smoothness of relations could be developed easily among the employees and the leaders. This was the reason behind the coinage of this term. It was found that transformational leaders were able to form a positive correlation with the employees and the leaders. Transformation leadership is important because it helps in the further development of a learning climate that empowers employees in achieving their organizational goals (richtopia.com, 2019). In order to enable the large companies in responding to the changes that are occurring within the external environment gave rise to this concept further so that a sustainable workplace where learning cum implementation could be done easily.

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