In this study we aim to explore and determine whether transformational leadership is elitist and anti-democratic. In order to see the link with transformational leadership, a literature review to locate relevant literature and extract knowledge about elitism and democratic leadership has been organized. This study found transformational leadership is not elitist and anti-democratic. It’s empowering the employee to encouraging inspiration, idealized power, intellectual stimulation and individual judgment. The relation between transformational leadership and member responses to organizational change has been further validated.
- A leader can influence the implementation, acceptance, and adoption of new ideas by setting specific goals and creating a work environment that encourages the acceptance of the change.
- Transformational leaders emphasize current processes’ questions and complexities, serving as change-oriented role models.
- Transformational leadership displayed a more significant association with openness to change and scepticism regarding the organizational change.
Leadership is a multi-level relationship between an individual leader and individual followers, groups of followers, and groups of followers (Su et al., 2020). Leadership style is regarded as a significant factor in organizational change. A leader can influence the implementation, acceptance, and adoption of new ideas by setting specific goals and creating a work environment that encourages the acceptance of the change (Harb & Sidani, 2019). Managing an organization is very complex because businesses operate in a constantly shifting, highly unpredictable environment. Today’s business environment necessitates effective leadership in which leaders clearly understand the setting’s complexities and are empowered to meet the needs of organizational stakeholders to achieve organizational objectives (Alsayyed et al., 2020).