Transformational leadership is characterized by inspiring followers to develop their specific professional interests for the benefit of the organization (Schermerhorn, Hunt, & Osborn, 2008). Leaders who embody the characteristics of transformational leadership can be charismatic, communicate high performance expectations, and want followers to consider how their work efforts affect others (Schermerhorn et al., 2008). In contrast, situational leadership focuses on getting followers to complete task-oriented or relationship-oriented behaviors depending on the followers’ desires and abilities. Situational leadership includes the following styles: telling, selling, participating, and delegating (Schermerhorn et al., 2008). The telling and selling styles are best suited to followers who are on the lower end of the readiness scale, while the participating and delegating styles are better suited for followers who are ready and willing to take on responsibility (Schermerhorn et al, 2008).
Within most organizational cultures, there resides a political element. Office politics can be defined as the division that occurs between the “in group” and the “out group.” Those in the “in group” exert power and influence, while those in the “out group” may be excluded from making decisions, important information, assignments that develop skills, and upward mobility. Office politics can also be defined as the process by which individuals attempt to exert influence over those in positions in power for their own benefit (Marques, 2009). What these definitions are really saying is that people have a desire to fit in, and be recognized and rewarded for their talents. Existence in an organization is as much a social game as it is an arena where individuals must prove their merit. In order to be seen as valuable in an organization, influencing others to see oneself in a positive, capable light is crucial for survival. For this reason, transformational leadership is best suited for highly political organizations. The use of charisma, information, and reward power (Goncalves, 2013) that are inherent in transformational leadership can help to stabilize the highly competitive nature of political organizations.
