Burns (1978, p. 20) said that transformational leadership "occurs when one or more persons engage with others in such a way that leaders and followers raise one another to high levels of motivation and morality." What if the organization in question does not require "high levels of motivation and morality" to successfully complete the tasks, objectives, goals, and mission set before it or that it chooses to pursue?
Will followers not provide more discretionary effort toward accomplishing a mission, if they acquire more ownership of their organizations' visions. Does not vision ownership relate directly and proportionately to transformational leaders' abilities to motivate followers. However, a resulting question might include, "Will organizations utilizing transfromational leadership require or desire adding value beyond the minimum acceptable level necessary to accomplish the mission or to realize the vision?" Arguably, transformational leaders' uses of successful motivational techniques could result in organizational dysfunction, if, when a given organization achieves the nominal outcomes it expects it does not subsequently reward individuals for providing discretionary effort -- that effort beyond the minimum required.
Burns, J.M. (1988), Leadership. New York: Harper and Row.