Managers :: Business, Transformational Leadership

boldnesss aim managers who are innovators because they offer the organization a competitive advantage and economic growth in a time of increased worldwide competition, proficient revolution and fast shifting market situations (Damanpour, & Schneider, 2006). Innovative managers are legal in adapting to new environments conditions because they form the organizational culture. Furthermore, they motivate and enable pesterer managers or employees to build the capacity for change to occur. Organizations pack to train some(prenominal) innovative managers because they have a domineering attitude toward competition and entrepreneurship at the work place. Moreover, a managers capacity to innovate in an organization is positively associated with organizational climate (2006). Gumusluoglu, & Ilsev (2009) also states that organization necessitate to have many innovative mangers because they develop new and better products and services. Organization needs to have managers who are not a fraid to take encounter for innovation to occur (Hancer, Ozturk, & Ayyildiz, 2009). A manager position permits other employees to set up and engage innovative thoughts from both the inside and outside the organization (2009). Organizations that have employees that trust from each one other are more likely to survey (Simmons, 2002). This is because trust is the expectations or beliefs about likelihood that fellow employees actions result be beneficial or at least not nocent to his/her interests. Furthermore, an organization hobonot succeed if the manager is not trusted because he/she impart have extensive difficulties in establishing any trust with his/her fellow employees. Moreover, this can result in negatively affecting the organization culture and productivity (2002). Trust is very important for an organization because it explains the managers or employees organizational activities such(prenominal) as their leadership, ethical behavior, teamwork, goal setting, performan ce appraisal, development labor relations and negations (Andersen, 2005, p.396). This is because trust largely is contingent on the mutual confidence that no side in the relationship will exploit the susceptibility of each other (2005). Lastly, when employees perceived that their manager do not trust them, they adopt to mistrust the manager in a cycle of reciprocity (2002). Organizations need managers with integrity because they foster organizational compliance and create a positive environment within the organization (Verhezen, 2008). Furthermore, managers with integrity have a uncorrupted moral character, are sincere, honest, and more likely to stick with their values (2008). A positive staff perception of a managers leadership is associated with better hypothesize satisfaction and workforce retention (Jeon, Glasgow, Merlyn, & Sansoni, 2010).