Form really early decades leading have been a popular subject for statement. The research has provided with more clearly and specific account of leading with several theories provided by many scholars’ . One of the recent subjects of leading statement on transformational leading is besides specifically discussed in this paper. However. another chief focal point on this research paper is to edify the reader with the function of transformational leaders of Bangladesh and their part to their organisational success.
2. Definition of Leadership:
In recent changing universe. leading is one of the most of import factors for any organisational success. Due to the organization’s composite & A ; variable nature which sometimes become unable to decide by the formal regulations. programs. and constructions formed before. in such sort of state of affairs leading plays a critical function. There are several ways of looking leading and many readings are besides available. There have a batch of research done by many scholars’ in this leading subject. In simple footings. leading is defined by Mullins ( 2008 ) & A ; Robbins ( 1993 ) as ‘it influences others to make things willingly” . In some more wide footings leading can be defined as “Leadership is a procedure of act uponing. guiding and directing others with the clear position of the coveted aim and supplying an environment in which they are to the full motivated to utilize their full potency to accomplish the specified end or aim of the organisation ( McShane. 2003 ) ( Nelson. 2003 ) .
Leadership has been an of import subject for research for the yearss of Grecian Philosophers and many organisational bookmans have provided their statement. However as leading is a critical phenomenon in organisation due to different civilization and different tradition there layers no infusion traping down of what leading is. A leader advocates for new and advanced thoughts and seek to come with new attacks in determination devising in work outing jobs. Those who are an effectual leader aid groups of people to learn and authorise in order to increase their efficiency in accomplishing organisational success.
Harmonizing to Levine’s research leaders need to concentrate on traveling people and organisation forwarded by increasing the competence of staff and the co-operation of squads in order to better the organisation ( Mullins. 2008 ) . Another definition given by Hersery and Blanchard is that leaders work to act upon their subordinates’ activities in order to carry through their organisational ends in a state of affairs ( Hussain. 2003 ) . So a leading is non merely to apportion resources changing communicating pattern proper use of resources it is besides to actuate. promote. animate the workers to accomplish a desire end or work out a hard job.
3. Traditional Approaches to Leadership
As a leading is complex and variable in nature. many analyses have been done in explicating it more clearly. Two earliest attacks done on leading are trait theories and behavioural theories. In trait theory the research has focused on the personal features of a leader where on the other manus behavioural theory certain behaviours are shown which distinguishes leaders from followings and the function of such behaviour in accomplishing high public presentation. In our research we have tried to bring out such sort of theories more specifically and their consequence in organisational ends. Though many new attacks are generated in today’s universe. but these theories guide valuable lessons to followings to accomplish coveted end in any organisation.
I. Trait Theory:
Trait theory is one of the earliest and good known theories among all other leading theories. This theory is besides good known as the “great man” attack of leading ( Georgy & A ; leading. 1990 ) . Form our research we have found that such sort of theories merely distinguished leaders form the members of the group form the physical and personal traits they posses ( Robert & A ; Angelo. 2001 ) . In such sort of theory it is thought that leaders are born with their extraordinary leading traits or inherited it. This contradicts with today leading theories that leaders need necessities educational and practical accomplishments or that can be developed by many establishments so that they become the perfect leader in any organisation. In order to presume that effectivity of a leader trait theory can be used. Leaderships who fall under trait theory are found to hold some particular personality and attitude in their plants.
The chief subject of trait theory is that leaders are born non made. Many traits can be identified in order to explicate trait theories more immensely. Physiological ( visual aspect. tallness. and weight ) . demographic ( age. instruction and socioeconomic background ) . personality ( assurance. and aggressiveness ) . intellective ( intelligence. decision. judgement. and cognition ) . task-related ( achievement thrust. enterprise. and continuity ) . and societal features ( sociableness and amenability ) with leader outgrowth and leader effectivity are found in an effectual leading. However being a subject of scholars’ argued about the traits that precisely a leader has. many other research are besides done.
Some bookmans have tried to explicate the trait theory signifier the large five personality model ( Robbins & A ; Judge. 2011-2012 ) . This model has helps to submerse and to reexamine all of the traits found by many research in some other specific models and to understand those traits with a strong support of leading features. But such sort of findings of the theory is non that much suitable in our current universe. It is required to supply more strict grounds of these traits to associate with the organisations which no research are able done specifically. Furthermore. from the reappraisal it is more specific that. leaders’ holding alone abilities decidedly differentiates them from their followings. But the traits and features are shown as the chief subject in trait theory is non plenty to explicate a leader and his successful public presentation. Due to miss of information and cognition such theories was an effectual manner to specify a leader in early old ages but in recent times a leader’s efficiency and inefficiency can non entirely be described based on such theory and more elaborate information is required.
II. Behavioral Theories:
After happening the lacking in the trait theory another theory was established by the scholars’ which was behavioural theory. In the behavioural theory it is chiefly assumed that there exist certain behavior that can merely a leader can posses no other follower or non leader have and here lays the chief difference between trait theory and behavioural theory. Harmonizing to our research trait theory is based on the fact that leaders have the personality of being a leader signifier the birth and they inherit such sort of alone features and execute in the work topographic point and these traits can ne’er be generated in any other individual. However behavioural theory is based on the treatment that leaders have some critical behaviors’ which should be determined and lift. Such sort of information can be used to learn others
and bring forth that leading quality inside the followings. Thus the chief subject of behavioural leading is successful leading is based in definable. learnable behaviour. So. by supplying proper preparation and counsel leaders can be formed.
Many researches are found based on behavioural theories that will steer a follower in the proper way to be an excess ordinary leader. Some of these surveies are – Ohio State surveies. a research done by Ohio province university in 1940’s ( Robbins & A ; Judge. 2011- 2012 ) . They identified two dimensions’ that narrowly defines the behaviour of a leader. One is intrinsic construction which is the value of a leader possess as like in intrinsic value. They personally assign with the undertaking and play an of import function as a undertaking supervisor of the employees. who besides personally monitors the work of subsidiaries. On the other manus another point discussed in Ohio State theory is that ‘Consideration’ which merely says that leaders are emotionally attached with the employees. They non merely personally actuate the followings to give the full attempt toward work but besides portion their personal jobs. The leader has a friendly nature is high in such sort of dimensions.
University of Michigan Studies. provided with a research on leading in order to mensurate the public presentation effectivity based on leader and follower’s relationship. They came up with two dimensions. One is employee oriented where leaders are and followings have an interpersonal relationship. they have a good communicating between each other. Leaderships pay good attending to the benefits of the followings and value single differences. Therefore employees are ever in favour of such sort of leading systems. The 2nd dimension is the merchandise oriented leading which is merely the antonym of employee oriented leading. Here leaders chiefly focus on the merchandise oriented undertaking and communicate with the employees merely on that footing. Therefore such sort of leading exerts low employee satisfaction in the work topographic point.
4. Recent Theories of Leadership
Recent theories chiefly focus on the communicating with the followings. In today’s universe leaders need to hold a good communicating with his workers. As followings are persons with their ain virtue and accomplishments their vision and creativeness must be dealt with of import. Proper communicating between leader and followings help the leader to supply right way in order to determine the thoughts of the followings and increase organisational public presentation.
These theories are Charismatic leading. Transactional leading and Transformational leading.
I. Charismatic Leadership. provinces that persons have some excess ordinary features which distinguishes them from other followings. Such sort or behaviour employees have a vision and enthusiasm to accomplish. they take hazard to go successful and prosecute in more communicating with the others. Such sort of unconventional behaviors’ are non generated by Born. Harmonizing to our research though larning such traits one can be a magnetic leader.
II. Transactional leading. another name of transactional leading is managerial leading which is based on the hypothesis that director and the followings have a commercial relationship. The best manner to increase their efficiency in work is by supplying wages or congratulations for good public presentation and penalty for the worse. Workers are bounded to put to death the bid given by the leader due to being of concatenation of bid. Leaderships are merely to give bids and the followings have to put to death harmonizing to that that command whether they have the sufficient resources or non. Furthermore. such sorts of leaders are largely seen in our county and demoing good consequences therefore it is one of the value giving leadings.
III. Transformational leaders. is another celebrated signifier of leading. Such sort of hypothesis explains that leaders in an organisation are the 1 who non merely merely act upon his workers to accomplish the end of the undertaking but besides go beyond the consequence of the end. Thus leaders ever focus on the motivational factors to increase the originative and advanced head of the followings. They communicate to a great extent to supply a clear cognition of the ends and aims of the undertaking and to do it to the full apprehensible for the subsidiaries along with giving them proper way. Though transactional leading is chiefly seen in Bangladesh yet some transformational leaders are besides doing them shelf inspirational to the society. So. the research found that the recent signifiers of leadings extremely influence the followings in the work topographic points.
5. Concept of Transformational Leadership
Transformational leading was foremost mentioned in 1973. in the sociological survey conducted by the writer Downton. J. V. . “Rebel Leadership: Committedness and Charisma in the radical process” . After that. James McGregor used the term transformational leading in his book “Leadership” ( 1978 ) . In 1985. Barnard M. Bass presented a formal transformational leading theory which. in add-on to other things besides includes the theoretical accounts and factors of behaviour.
I. The Qualities of Transformational Leadership:
The optimum profile is characterized by the presence of certain qualities of transformational leading. They are the leaders’ qualities contained in appropriate transformational abilities of leaders and in certain properties which are premises for the usage of leaders’ accomplishments and for successful public presentation of leader occupations. Categorization of transformational leaders is known as “Four I’s” ( Hesselbein and Cohen. 1999. p. 263 ) includes the undermentioned accomplishments: Idealized Influence represents the ability of constructing assurance in the followings and appreciating the by his leaders. which forms the footing for accepting extremist alteration in organisation. Without such assurance in the leader. that is. in his motivations and purposes. an effort to airt the organisation may do great opposition. Intellectual Stimulation this ability of transformational leaders has an of import function in the transmutation procedure of organisation.
Transformational leaders stimulate the attempts of their followings as respects innovativeness and creativeness. excite lasting redirect examination of the existing premises. stimulate alteration in the manner of believing about jobs. plead the usage of analogy and metaphor. etc. Therefore. it may look the possibility to acquire new and originative thoughts for work outing jobs from the followings. If the thoughts and the solutions of jobs suggested by followings differ from the thoughts represented by leaders. the followings are non criticized. nor are the leaders’ thoughts imposed at any cost. Inspirational Motivation is the ability of transformational leading. which qualifies a leader as a figure. which inspires and motivates the followings to allow behaviour. In the conditions when transformational alteration is being conducted in an organisation. the leader has the undertaking of clear and uninterrupted exciting others to follow a new thought.
Transformational leaders should. therefore. act in such a manner. which motivates and inspires followings. Such behavior includes implicitly demoing enthusiasm and optimism of followings. exciting squad work. indicating out positive consequences. advantages. stressing purposes. exciting followings. etc. Individualized consideration as a characteristic of a transformational leader is reduced to the ability of single analysis of followings. So. besides a planetary image. a transformational leader must cognize what motivates any of his followings separately. Human wants and demands are different. Some want certainty. some want exhilaration and alteration ; some prefer money. and some free clip. It’s upon the leader to “eaves drop” . observes. analyzes and predicts the demands and wants of his followings. In this. it is of import that followings don’t feel they are an object of observation. The leader. who are cognizant of the difference in demands and wants of people ; has an chance to utilize all those different demands in the right manner.
II. Properties of Transformational leading:
Effective application of the list of accomplishments of transformational leaders includes being of certain properties of transformational leading. Using these properties in the procedure of organisational transmutation. along with the accomplishments. the transformational leaders are allowed to “embed” the consciousness of necessity of the organisational transmutation procedure. to successfully convey the procedure to an terminal. and. accordingly. both the organisation and the employees will gain from that action. with their followings. They are Innovation as an property of transformational leaders includes non merely under taking advanced actions by transformational leaders. but. besides. openness to originative endeavors of their followings. Team orientation of transformational leaders reflects their consciousness of the importance of teamwork and preparedness to tilt on the aid of others. In that sense it is of import to lift operation of the squad to a degree which insures complete equality. without being afraid that they will endure “the revenge” because of their actions from their leaders.
Appreciation of others is the property of transformational leaders with which they demonstrate that they appreciate and evaluate the attitudes and sentiments of their followings. These properties of transformational leaders reflect the demand for bipartisan communicating during the procedure of organisational transmutation. Teaching represents an of import property of transformational leaders. which reflects their ability to act upon people in the procedure of alteration to learn. direct and rectify them. Without learning. fulfilment of transformational purposes rests upon occasional opportunities merely. and non on the design established in progress. Responsibility reflects preparedness of transformational leaders to take the hazard upon them for the success of transformational alteration. When they face the alteration. directors can move in two ways. They can “keep themselves aside” . to watch and. finally. criticized the alteration.
Passive voice directors which are apathetic as respects the alteration or oppose it smartly. or believe that the alteration is something that should refer person else. hold such an attack to the alteration. Such directors are called inactive directors or “watchers” . They do non experience any duty for the class and for the consequences of transformational alteration. On the other side. directors who accept the chant. who actively take portion in it and back up it with every action of them. experience the duty for the success of the alteration. The property of duty is one more in the row of the qualities. which allows such directors to germinate into transformational leaders. Recognition as an property of transformational leading. allows leaders to place state of affairss. in which followings should be praised. i. e. give them acknowledgment. Giving acknowledgment by merely stating thank you for a well done occupation. does non be anything. and represents a strong stimulation for the followings to give farther support in the attempts to execute the alteration.
6. Transformational Leadership from the Context of Bangladesh
Transformational leading is one of the most of import leading that is leting the universe to look at Bangladesh form a different angle. Organizations in or state holding transformational leaders non merely go able to bring forth their desired results but besides are capable to act upon the followings to demo their extraordinary attempts globally. As a underdeveloped state like Bangladesh transformational leading has become one the important constructs to research for those organisations who want to do radical alterations in our state.
Our state is besides blessed with some transformational leaders who have those disputing properties that have raised the organisation to a new skyline to work and stimulate the followings to work and supply their attempt beyond their call of responsibility and believe otherwise. Their procedure of thought is airy. their chief pursue to accomplish ambitious ends. their power to influence people is similar magnet. their communicating system is animating and their execution of work is articulated and designed. Some leaders of are born in our state who have such sort of magnetic personalities. Their traditional leading function has played a important function in accomplishing invention and fight in organisations. Many theories on leading are researched by celebrated scholars’ but in this epoch those are non that much effectual as transformational leading dramas in an organisation.
In our research we have explained about transformational leaders and their organizations’ which have achieve planetary acknowledgment around their universe and their procedure of accomplishing it along with the leaders’ personality traits and behaviour to accomplish invention and fight. Harmonizing to one of the transformational leading trait that is to alter the state of affairs for the better of the organisation some leaders are found in Bangladesh. Leadership in our state has become a societal and corporate work where some persons carry oning a radical alteration to do community of people in the work topographic point for seeking the coveted end. Some leaders lead as a wise man and some as an direction. Yet their chief aim is to supply the organisation with an first-class public presentation or doing a social alteration. The research has defined some organisations in our state that follows transformational leading in their direction system so that the end could be achieved beyond everyone’s outlooks.
Transformational leading patterns in BRAC:
BRAC is a national private organisation. Since 1972. shortly after the release war. BRAC began working to retrace the national economic system and societal substructure. BRAC started its first plan supplying small-scale alleviation and rehabilitation plans. Finally. it expanded its plans to include instruction. wellness. societal development. human rights and legal services. giving accent to riddance of gender. spiritual and cultural favoritism. Its mark group is rural adult females. BRAC recognized that adult females are the primary health professionals who would guarantee instruction for their kids and the subsequent intergenerational sustainability of their households and families. During its origin. it was an wholly donor-funded bureau ; nonetheless it has emerged as an independent. virtually self-financed organisation for sustainable human development.
Presently. BRAC reaches 69. 000 small towns in all 64 territories ; it assists an estimated 110 million Bangladeshi people and since has been called to help a figure of foreign states including Afghanistan and Sri Lanka. Besides. it employs about 100. 000 people all over the state. Harmonizing to our research BRAC is one of the organisations where transformational leading is practiced. The leader of this organisation has a huge part in supplying creativeness and invention in their organisation. Therefore our research chiefly focuses on the function this organisation plays in transformational leading. The leader of BRAC who is playing the function of transformational leader is on the president place in the organisation. His huge part is supplying creativeness and invention in their organisation.
From the beginning in order to accomplish its nonsubjective the organisation has focused to guarantee sustainable. societal and economic development. BRAC implements a comprehensive plan. Targeting hapless rural adult females. BRAC’s scheme is group engagement. Using a participatory. peer-supported and multispectral scheme. it offers developing to hike women’s accomplishments and the chance to accomplish sustainable betterment. promoting their self-respect and autonomy. Some of BRAC’s plans include micro-finance. income coevals and economic development. instruction and international outreach.
During the research claims that such organisation has proved to be a transformation leading following organisation. The leader of this organisation plays a function of transformational leader to actuate and promote their employees. The participative nature of the employees is assisting the organisation to make their end to a great extent. The passion and features of the leader of this organisation to pull off and the current activities of the organisation to accomplish its end leads our research to claim such organisation that is one of those organisations that follows transformational leading to accomplish their end which is the battle to take poorness.
To be a good leader. Mr Abed emphasizes the demand to give oneself wholly to one’s work and liberating oneself from preoccupations related to accretion of personal wealth. A leader must see his work as a life style. instead than a nine-to-five occupation. He besides stresses the demand for effectual partnerships to do a difference and alteration societies. In all of BRAC’s work. the hapless are regarded as spouses in a common battle. instead than the objects of plan intercessions. Mr. Abed remains steadfast in his work through even the most distressful catastrophes. He inculcates values of leading. partnership and ethical patterns to his co-workers and colleagues. BRAC as a societal endeavor has performed assorted times to make economic infinite for the hapless.
Presently BRAC has been runing in 18 endeavors runing from retail to alternative energy. from unrecorded stock to pressmans and publishing battalion. from agribusiness to wellness. doing important part to local economic system development through creative activity of market linkages. employment chances and entrepreneurship. In order to develop invention and creativeness in this coevals he established at the Center for Governance Studies at BRAC University with a position to beef up the public sector. which offers a master’s plan in Governance and Development for midlevel civil retainers. He had a strong vision for commercial venture which led him to set up the BRAC Bank that is presently working as a to the full fledged commercial bank. It promotes entree for all persons to economic chances and concern concentrating specially on little & A ; medium endeavors.
The other commercial ventures include Aarong. a retail mercantile establishment and BRAC Dairy and Food Project. These commercial wings of BRAC juxtapose consumers and hapless rural manufacturers. BRAC has initiated a multidimensional plan to alleviate poorness. Poverty in Bangladesh is the consequence of many factors such as unemployment. low income. population growing. and illiteracy. So. poorness relief is rather a challenge as it requires national leaders to cover with all these factors. Micro-finance is an of import constituent which BRAC supports to contend poorness. By supplying recognition to hapless adult females. BRAC hopes to authorise them and make autonomy. Besides. recognition commissariats promote national economic development by increasing the income degree of the rural hapless. Income coevals plans include. but are non limited to. several major sectors: piscaries. societal forestry. and domestic fowl and farm animal.
The piscaries plan is one of the most promising income-generating activities for rural adult females. who make up more than 90 per centum of the entire engagement. And the societal forestry plan additions awareness about keeping a sustainable supply of high-quality seedlings and cut downing the inauspicious environmental effects of deforestation. while making income and employment chances. Presently. the domestic fowl and farm animal plan is the most popular plan. where about 70 per centum of landless rural adult females are involved in domestic fowl raising. provender Millss. bull Stationss. and feed analysis and disease diagnosing research labs. Some other economic development plans late initiated include retrenched garment workers. micro-finance for acid victims. and the employment and support plan for striplings.
Due to the debut of quota systems and recent alterations in the international trade Torahs. many of the garment industries operate at decreased activity. This has resulted in layoffs for the female garment workers. To ease their rehabilitation into alternate income-generating activities. BRAC has started absorbing a figure of these retrenched garment workers into its micro-finance plan. Besides. acerb force. where acid is used as a tool for penalty. still occurs reasonably often in Bangladesh. BRAC helps to rehabilitate acid victims through recognition and nest eggs installations. Besides. the plan back uping the employment and support of striplings chiefly focuses on the fiscal authorization of adolescent misss.
BRAC provides loans to the adolescent misss to put 40 chiefly in domestic fowl. farm animal. baby’s room. piscaries. and other little concerns. BRAC besides recognizes that instruction is of import to edify the rural people. BRAC educates the kids through informal. primary instruction. enabling them to develop literacy. numeral and life accomplishments. In 2003. BRAC operated over 34. 000 schools and presently. it takes portion in higher instruction through BRAC University. offering quality instruction. Besides. BRAC has expanded internationally. For illustration. BRAC has registered as a foreign NGO in Afghanistan. retracing substructure and back uping the people after decade-long struggle and war. It besides works in Sri Lanka to retrace substructure after devastation by the lay waste toing tsunami. After its successful debut in Afghanistan and Sri Lanka. BRAC launched its development plans in eastern Africa. It has besides started plans in Tanzania and Uganda and has been registered in Southern Sudan.
With its unique and integrated development attack. BRAC introduces plans for poorness decrease in these states by integrating wellness. H2O and sanitation constituents along with micro-finance strategies. Furthermore. its plan has been replicated in over a twelve states in the universe. BRAC has besides been awarded ICAB Award for best presented published histories and studies ( 2004 ) . SAFA best presented history award ( 2005 ) . CGPA Financial Transparency award ( 2006 ) . Swadhinata Puroshkar ( 2007 ) which is the highest province award in Bangladesh. Conrad N. Hilton Humanitarian Prize ( 2009 ) the world’s largest human-centered award. every bit good as the Social Performance Reporting Award. Silver Category ( 2010 ) .
Undoubtedly. under Abed’s leading. BRAC has fought poorness. working towards societal and economic development in Bangladesh. This organisation is considered a theoretical account for following transformational leading and societal endeavor. Through BRAC. he has been contending the hard conflict against all that afflict the rural hapless people. Abed. a transformational leader. of this organisation has demonstrated that community partnerships and establishment edifice travel a long manner in sustainable development. spreading and reassigning cognition to hereafter.
In decision. relationship between leader and followings has a high influence in any organisational public presentation. Those who are transformational leaders ever be careful to his determination devising and its effects in his subsidiaries as they are the people who are eventually traveling to put to death the intentional construction of the leaders. If they are wrongly motivated this might do a great loss in the advancement of the organisational.
Due to all these our research has found that leaders of Bangladesh should direct their leading policies towards transformational leading as the employee and leader has a friendly and emotional fond regard with their work in such work environment and therefore the undertaking of the leader to act upon and to accomplish the aim of the organisation along with to make to some consequence that is beyond other outlooks which is extremely profitable for the organisation. The leaders we have explained has proved with their leading qualities and our state can make more good if more organisations follow such sort of leading in their form to direction. Thus transformational leading is doing a radical alteration in inspiring and actuating work force to supply the organisation with originative and advanced thoughts and increase the efficiency of their organisational public presentation.
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Fazle Hasan Abed
A Social Entrepreneur and besides a transformational leader Fazle Hasan Abed was born in 1936 at Sylhet in Bangladesh. He was educated at Dhaka and Glasgow Universities. In his mid-thirtiess. he had a senior corporate executive place at a transnational company. but during the release war in Bangladesh. he became demoralized. Driven by nationalism. he left his occupation. went to London and began working on behalf of the independency of war-affected Bangladesh. He instantly began a run to construct universe sentiment and raise consciousness against the race murder in Bangladesh. Soon thenceforth. he founded BRAC for the rehabilitation of the returning refugees in a distant country of Bangladesh. After three decennaries. he led BRAC to go the largest Nongovernmental organization in the universe. in footings of its graduated table and diverseness of interaction.
Abed was professionally associated with many places which include being president of the Finance and Audit Committee of International Rice Research Institute ( IRRI ) . Philippines ; Visiting Scholar. Harvard Institute of International Development and Member. International Commission on Health Research for Development. Harvard University. USA ; Chairman. Association of Development Agencies inBangladesh ( ADAB ) ; Member. World Bank NGO Committee. Switzerland. He besides presently holds many places including Commissioner. UN Commission on Legal Empowerment of the Poor ( CLEP ) ; Global Chairperson. International Network of Alternative Financial Institutions ( INAFI ) International ; Member. Policy Advisory Group. The Consultative Group to Help the Poorest ( CGAP ) . The World Bank. Washington DC. Abed has besides received several honorary grades including Doctor of Humane Letters from Yale University in 2007. Doctor of Laws from Columbia University in 2008. Doctor of Letterss from the University of Oxford in 2009 and Doctorate of Laws from the University of Bath in 2010.
In February 2010. Abed was appointed Knight Commander of the Most Distinguished Order of St. Michael and St. George ( KMCG ) by the British Crown in acknowledgment of his services to cut downing poorness in Bangladesh and internationally. On the First of November 2011. Abed was awarded WISE Prize. the world’s foremost major international award for instruction by Qatar Foundation. Abed has received legion national and international awards for his accomplishments in taking BRAC. including the David Rockefeller Bridging Leadership Award ( 2008 ) . the Inaugural Clinton Global Citizen Award ( 2007 ) . the Henry R. Kravis Prize in Leadership ( 2007 ) . the Palli Karma Sahayak Foundation ( PKSF ) Award for Lifetime Achievement in Social Development and Poverty Alleviation ( 2007 ) . Gates Award for Global Health ( 2004 ) . UNDP Mahbub ul Haq Award for Outstanding Contribution in Human Development ( 2004 ) . Schwab Foundation Social Entrepreneurship Award ( 2002 ) . Olof Palme Award ( 2001 ) . UNICEF’s Maurice Pate Award ( 1992 ) and the Ramon Magsaysay Award for Community Leadership ( 1980 ) .
Abed is recognized by Ashoka as one of the “global greats” and is a founding member of its esteemed Global Academy for Social Entrepreneurship. In 2010 Abed was appointed by UN Secretary General Ban Ki-moon to the Eminent Persons Group for the Least Developed Countries.