Leadership Successful organizations owe it to a keen and sanguine leadership and leadership style, which endeavors to provide lower level leaders and the organization in general with the core competencies of leadership/management. These include the ability to inspire and motivate employees thus inculcating attitudinal change to enhance employee performance toward the mission and vision statements of the business while endeavoring to meet the business goals and objectives (Einstein & Scott, 2001). “Transformational leadership has been positively correlated to leader effectiveness ratings, leader and follower satisfaction, follower effects, support for innovation, and overall organizational performance” (Humphreys & Einstein, 2003). Typically, the transformational leadership entails one becoming a role model, inspirational, inculcating a sense in the employees to take personal responsibilities for their work, and ensuring that the current leadership understands the weaknesses and strengths of the employees and implement corrective measures to maximize employee performance (Bass, 1985). Kark and Van Dijk (2007) who affirms that performance is one of the indicators that characterize transformational leadership have reinforced the argument by Bass (1985) further. Evidently, transactional leadership is an effort and reward scenario, which relies on the leader to resolve all arising management and employee issues without delegating responsibilities on the other workforce. Thus, workers need to wait for the leader to make any decision to act upon in the event of an issue demanding action. Drawing from the case study and based on the principles of transactional leadership style, Hank could only provide reward to the employees based on their performance in attaining the goals set by management. Thus, motivation draws on how well and what has been achieved in the set goals. In addition to that, transactional leadership draws on the ability of the leader to provide the compelling force to execute their task and responsibilities without an internal drive. However, transformational leadership could be the most appropriate leadership approach since leaders have the skills and ability to arouse emotions in the subordinates that acts as an internal force motivating them to perform far beyond the laid down framework and standards. An idea well illustrated in the statement that “Transformational leaders can induce changes in followers’ behavior—influencing them to exert effort on tasks that are important to the organization.” (Wright, 2000). Thus, employees could work towards attaining the vision and mission outlined by the leadership in the business organization. In addition to that, it is vital for Abraham to embrace the concept of charismatic leaders while ensuring the foundation of the leadership gains from teamwork (Conger, 1999). According to Allen (1985), inspirational motivation could also play a critical role in inspiring organizational employees to work and attain great feats without the compelling transactional approach to management. Groves and LaRocca (2011) concluded that there is a strong relationship between the style of leadership and moral reasoning adopted by a leader. Thus, transformational leaders give preference to universal p