另一方面,变革型领导的概念可以通过轨迹理论提高事务的领导水平进一步阶段暗示这个领导理论举措远不仅仅是满足当前需求通过奖励员工,使他们走向巨大的增长(Den Hartog等2012)。因此,变革型领导理论并不意味着维持一个组织的状态,但主要目的是在一致的即兴创作不仅在个体层面,还组织水平。变革型领导者,史蒂夫•乔布斯(Steve Jobs)描述了通过他的行动在苹果depicte低音和阿沃利奥正转型领导的描述符通常称为四是包容性的影响通过理想,通过刺激动机,激发智慧和考虑在个体层面(Bersin 2011)。史蒂夫•乔布斯(Steve Jobs)的一致的焦点在改变个人的水平显然苹果描绘了真正的变革型领导者属性。
On the other hand, the conception of transformational leadership can be given through that trajectory theory raises leadership of transactional level to the further stage implying that this leadership theory moves farther than just satisfying the present requirements by rewarding the employees and making them move towards tremendous growth (Den Hartog et al 2012). Therefore, leadership of transformational theory does not imply to sustain the status of an organization but the main aim is at consistent improvisation not only at the individual level but also the organizational level. As a transformational leader, Steve Jobs depicted through his actions at Apple depicte the Bass and Avolio’s transformational leadership descriptors which are often referred as Four Is inclusive of influencing through ideals, inspiring through motivation, stimulation of intellect and consideration at the individual level (Bersin 2011). The consistent focus of Steve Jobs on transforming individuals at all the levels of Apple clearly depicts the true transformational leader attributes.