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The Committee of Sponsoring Organizations

Comment on the following: The Committee of Sponsoring Organizations has issued frameworks on internal control and on enterprise risk management. A starting point for management of a company just beginning operations is to determine which one of the two to select for use.

Sample Solution

sformational Leadership The transformational leadership style focuses on the nurturing of the respective followers as well as on what they actually need. This concept was first brought down by James MacGregor Burns, et al., (1978) in which he insists on the fact that how transforming leadership is a process in which “leaders and followers help each other to advance to a higher level of morale and motivation”. The leaders with transformational leadership style pay attention to growth and development of the value system of the workers, with their ingenuity level and ethics with the prologue of their capability. The extent of a transformational leader can be measured by the fact that how well can that individual influence the performance and motivate the follower. As suggested by Bass, et al., (1977) that the primary aim of a transformational leader is to ‘transform’ the employees as well as the company in the very literal manner, that is to change the way of their thinking in the mind and heart as well as broadening their vision and insight. It also means changing their way of comprehension making their behaviour in sync with the values of the organisation. This henceforth leads to changes deep within which are permanent in nature, self-sustaining and also builds a sense of momentum. Conclusion It is thus observed from the above and several literary texts, that all the researches that are done are related to the large sectors, which further indicate that the different styles of leadership, commitment towards the organisation as well as satisfaction at workplace are all dependent on each other. Therefore it can be concluded that the different styles of leadership directly impacts the quality and nature of work life in an organisation. The followers of a transformational leader harvest a sense of trust, loyalty, respect as well as admiration, which gradually builds up towards the leader and in light of the calibre of the transformational leader; the followers are ready to work more intensely than expected by the leader. Such an outcome eventually occurs as the transformational leader extends their followers something much more important than just working for one’s own benefit; an inspirational mission and vision is offered to them as well to accomplish and thus give an identity of their own. The leader is able to induce motivation and transforms the followers with the help of their charisma, intellect and personal consideration to the respective followers. Further, the leaders promote creativity and thus put forward innovative ways of working on the regular processes and also induce a creative environment leading to the path of success. As indicated in the beginning of this literature review, there are two sides of a leader, the first one being the optimistic and bona fide transformational leader, and the other one being an artificial pseudo-transformational leader. Both of them though being contradictory in nature to the other, depends on
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