Major leadership styles, such as transformational, transactional, authentic and service styles, influence team motivation. Transformational, authentic and service leadership styles correlate positively with team motivation, while transactional leadership style is negatively correlated. There are several different styles of leadership in the corporate world. Everyone uses their own particular way of motivating employees.
There are general leadership styles in which managers approach and motivate their employees to produce at a high level, and managers incorporate their own personal style when managing their leadership brand. The inspiring leadership style focuses more on creativity and the implementation of new ideas in the future. They are truly ambitious to follow and achieve future goals through the constant encouragement and motivation of their employees (Reardon, et al. Ironically, employees automatically connect an effective management style with a charismatic approach to leadership.
Therefore, the leader needs to create a certain type of emotional relationship with employees to enforce the desire and commitment to change within the organization or company. The leadership of Gümüs (201) is focused on motivating and empowering employees, so management is more concerned with maintaining the current business situation. It differs in the way the leader has to convince or persecute employees about implementing the change that occurs through new ideas and innovation. Silent leaders motivate their teams by being an information resource when needed, but allow employees to dictate their own success.
Figure 1 illustrates the two types of employee approaches that arise from high motivation and low motivation within a company. In other words, the greater the motivation and ambition of employees in their work, the greater the company's profits. It came to the result that no matter if you are charismatic or not, the company's performance will not increase more or less if a leader adapts one or another style of leadership. Most employees aim to improve their own performance, so leaders must ensure techniques that assist them in this development procedure.
In other words, through interactions with employees, leaders must be actively involved in creating the right sense of motivation for their employees, so that they tend to be more creative, productive and persistent. The findings of this study reveal that there is a significant relationship between transformative leadership and employee performance outcomes. Therefore, one of the tasks of leaders is to create an atmosphere or a certain type of mentality in which employees are sufficiently convinced to solve a problem independently, without fear of failure. The focus is clearly on motivating employees and giving them a sense of uniqueness, therefore, building self-confidence within the organization or company to initiate change is very important for leaders who adapt this leadership technique (Lowder, 200.
Most employees cannot identify themselves or do not feel safe and open to the change that is coming in their workplace because they may be afraid of the correct implementation of their change strategy (Brubn, 200. Therefore, on the one hand, an administrator can be seen as a person who controls his employees, and on the other hand, a leader can be seen as a person who is responsible for motivating and guiding employees to create the right kind of mindset to further achieve the future business goals demanded. This paper describes various approaches to leadership and, in addition, analyzes the relationship between leaders and their employees to find the golden solution that will lead to success in business. .