An unfortunate consequence of the focus on “charismatic,” “transformative” and “visionary” leader behavior in recent decades has the tendency to the importance that transactional leadership behaviors have on leadership effectiveness to decrease. We say that this is unfortunate, because recent research has shown that transactional leadership in the form of contingent reward and punishment behaviors can have a significant impact on a variety of important employee attitudes, perceptions have … Read more »

An unfortunate consequence of the focus on “charismatic,” “transformative” and “visionary” leader behavior in recent decades has the tendency to the importance that transactional leadership behaviors have on leadership effectiveness to decrease. We say that this is unfortunate, because recent research has shown that transactional leadership in the form of contingent reward and punishment behaviors can have a significant impact on a variety of important employee attitudes, perceptions and actions have the job performance. Therefore, in this article we will discuss some possible reasons why transactional leadership on a smaller role than transformational leadership was exiled, summarize the research, the conditional reward and punishment behavior management shows effectiveness of the importance of the leader and identify some of the mechanisms that these forms of leadership behavior work by employees in order to influence attitudes and behavior. Then we deal with ten managers often have misconceptions regarding the administration of rewards and punishments, and make some recommendations on how managers can improve their effectiveness in the management of recognition and discipline in their organization.
«Hide

from
Nathan P. Podsakoff,
Philip M. Podsakoff,
Valentina Kuskova
Source: Business Horizons
13 pages.
Release Date: 15, May 2010. Prod #: BH388-PDF-ENG
Dispelling misconceptions and guidelines for leader reward and punishment behavior HBR case solution