Final answer:
Transactional leaders get workers to do something for them by fostering strong interpersonal relationships, offering material and solidary incentives, and promoting a collaborative and supportive work environment, tailored to the individual needs of the employees.
Step-by-step explanation:
Interactional and transactional leaders motivate workers to achieve organizational goals through a system of rewards and punishments. This leadership style is characterized by maintaining the organizational status quo. These leaders employ various strategies, such as strong interpersonal relationships, to create a supportive environment where individuals can be more autonomous and content in their roles. Employees who have a high need for leadership may respond better to a clear structure with minimal ambiguity.
On the other hand, leaders who can offer developmental opportunities might be more appealing to employees driven by a desire for growth within the company. The right incentives and a nurturing environment can encourage follower loyalty and reduce the quality of defection. As opposed to coercive methods, a transactional leader increases the odds of follower fidelity by emphasizing the significance of expressive values like solidarity, loyalty, and patriotism; by offering solidary and material incentives; and by establishing a collaborative and supportive work environment.