organisational performance. Yukl (2006) specifies further by stating that there is not enough clarification given as to the background information on what influences transformational leadership processes as well as the ways the leaders manage to create such well performing groups. It is also suggested that further research should be carried out to understand how exactly leaders influence and build the trust and mutual working relationship between themselves and their followers. What is more, as Day carries on, the transformational theory has been also criticised for ‘one size fits all’ approach of a leader whereas it may very much depend on an organisation, its process, culture or different situations they are found in.

There are many comparisons found between transactional and transformational approaches. According to Avolio B. & Bass B. (2001) transformational theory expand on foundations of transactional and therefore is more effective in achieving common goals as well as personal satisfaction of the followers. A very interesting image of association between leadership styles and gender emerges from findings of William Rosenbach (2018) who established that women are more likely to take transformational approach to leadership than men who, in turn, expose more of transactional approach. According to the author men are better suited for carrying out disciplinary and corrective processes. Women however, look beyond rewarding which is a main trend of transactional leadership, they are also much more effective in providing support and encouragement. Rosenbach comes to a bold conclusion that women are generally more effective in leadership positions whilst men can deter effectiveness and that women are therefore better suited to modern organisations.

In the light of the above, women are increasingly taking over leadership roles within organisations which means that significance of transformational approach will raise in popularity. There are many trends nowadays that suggest the need for changes in leadership mindsets, transformational approach has got a potential to put transactional aside. What is more, as the market becomes more and more globalised, employees have the increasing need to feel empowered and take bigger part in organisational growth, the transactional leadership can be an answer to this. Good management is not only about taking corrective action, employees want to feel supported, valued and motivated, with their personal need for development taken into consideration.

There are many internal as well as external factors contributing to the relevance of the above described theories within organisations today. There is some relevance with all of those, the origins and age of those theories are probably the most important as it can be argued that the older the theory is, the less relevant it would be today. With all of the older theories concentrated around ‘men’, the transformational approach to leadership may be the most up-to-date and relevant to modern organisations. Even the lack of flexibility of the ‘great man’ theory forced the evolution of the ‘great woman’ theory, it suggests that gender relevance is very important in today’s world. The changing audience of followers is also very meaningful, with increasing influence of millennials the leaders must constantl