Despite a lot of interest and research in the
field of leadership, there is still a lack of consensus over what makes a
leader effective (Higgs, 2003; Kets de Vries, 1993). TL behaviors have been
consistently related to leadership effectiveness (Lowe et al., 1996; Waldman et
al., 1987) and business unit outcomes. Leaders are not just what they think
they are. They are also what their followers perceive them as. While focusing
on the characteristics of an effective leader, collecting self-perceptions of
one’s own leadership behavior gives us one perspective on the issue. Collective
perceptions of followers and superiors also help us to understand the dynamics
of leadership in a comprehensive manner. TL is a process whereby ordinary
people can bring forth the best in themselves and others too. TL exhibits four
types of behaviors, that is, behavioral charisma, inspirational motivation, intellectual
stimulation, and individualized consideration. Charisma arouses strong follower
emotions and leader identification by the follower (Dvir et al., 2002). It has
been found that the TL enhances followers’ development.

Relational identification occurs when people
adopt attitudes and behaviors to be associated with a satisfying, self-defining
relationship with another person or group. The personalized relationship
between transformational leader and followers’ create an environment in which
the followers’ feel happy to work with their leader (Dasborough &
Ashkanasy, 2002). Teamwork is a joint action by two or more people, in which
each person contributes with different skills and expresses his or her
individual interests and opinions to the unity and efficiency of the group in
order to achieve common goals. This does not mean that the individual is no
longer important; however, it does mean that effective and efficient teamwork
goes beyond individual accomplishments. The most effective teamwork is produced
when all the individuals involved harmonize their contributions and work
towards a common goal.

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