Transformational LeadershipWhile working in a group, if you have ever noticed a situation where a person or individual emerges as a leader and inspires others with their clear vision of goals and with their passion for work and thanks to which the members of his team feel a boost of motivation, this person can be described as a transformational leader. The Business Dictionary defines transformational leadership as a form of leadership style in which the leader recognizes the desired change, then develops a vision to drive the change based on inspiration, and achieves that change with the dedication and loyalty of the members of the leadership. band. The transformational leader brings about positive change in his follower because not only is he himself generally vigorous, passionate and fanatical but also because he instills these qualities in his followers. These leaders are not only focused on their goals, but are also very concerned with helping each member of the group achieve their individual success. Components of Transformational Leadership According to Bernard M. Bass's transformational leadership theory, transformational leaders garner trust, respect, and high esteem from their followers. He recommended four different components of transformational leadership.1. Intellectual stimulation: Transformational leaders are typically known not only for taxing the status quo, but also for encouraging inventiveness in their followers. They push their followers to become truly innovative and creative. These transformational leaders persuade their followers to discover new ways of doing things and explore new learning opportunities.2. Individualized Consideration: Transformational leadership involves...... middle of article ...... this study asserts that there is a positive and significant relationship between the three out of four subscales of authentic leadership and altruism, while denying the existence of a positive and significant relationship between the three subscales of authentic leadership and altruism. any mediating relationship provided by overall job satisfaction. The objective of this study was to examine whether authentic leadership was more effective than transformational leadership in predicting organizational citizenship behaviors. A number of hypotheses were therefore constructed and examined and their results are summarized below. Findings like these are important to guide leaders when creating policies and organizational cultural norms that can serve as interventions to elicit employee altruism. An important observation is that the authentic leadership subscale alone was not found to have a positive and significant effect on employee altruism. was that of morals and ethics.