Percepción de estilos de liderazgo transformacional y transaccional en organizaciones LGBTI de la ciudad de Cuenca

Abstract

The styles of transformational and transactional leadership encourage that in organizations to influence leaders emerge and lead the people in the integration of processes to achieve common goals. The objective was to describe the perception of the styles of transformational and transactional leadership of members of LGBTI organizations of the city of Cuenca. This research of non-experimental design with cross-sectional descriptive scope, applied the Multifactorial Questionnaire (MLQ) Leadership short form (5X) of Bass and Avolio that corresponds to the adaptation of Vega and Zavala for leaders and followers. Which was applied to a population of 30 people, between leaders and followers who belong to organizations Silueta X Cuenca, Verde Equilibrante, Red LGBTI del Azuay, Corazones Valientes and Observatorio de derechos LGBTI. The perception of leaders and followers is that there is a significant consideration of the transformational leadership and transactional leadership is perceived as influential in a single dimension. It was also found that the dimension of inspirational motivation of the transformational leadership and the reward contingent of the transactional leadership, are the most valued by members as they affect the image they have of the leader. There was a contrast of the main findings of this research with recent scientific theories of leadership of Bass and Avolio and Robbins and judge those who develop the theory of transformational and transactional leadership as factors that determine the figure of the leader for the motivation of members in the search for the benefit of these organizations. It is concluded that both styles of leadership, encourage the involvement of people in the participation and decision making of their respective organizations, generating a high sense of belonging that motivates them to transcend and to take leadership positions to get involved actively in the same. It is recommended that similar investigations in other LGBTI organizations in order to generate theories about leadership styles in this collective, since it could not be found previous research on the topic in these organizations.