Thrive onfollowingrules anddoing thingscorrectlyEnforceAccountabilityRewardComplianceand SafeBehaviorCompaniesprovide end ofyear bonusesbased onperformanceduring the lastyearFocusedon short-termgoalsCancreate lowmoralelevelsForeman /Superintendentpunish their stafffor not meetingtheir goals and donot leave anyroom for failureAlsoknown asmanagerialleadershipmotivates theteam throughmoney,recognition orpraiseBased on theoriesthat assumeindividuals are notself-motivated andneed structure,instruction andsupervision toaccomplish their jobsRewards individualswho perform theirtasks to the specifiedlevels & punishesworkers who do notperform to setstandards.Leadermotivatesemployees byexchangingcompetition forperformanceCoaches willreduceplaying timeafter badperformancesFavorstructuredpolicies andproceduresForeman /Superintendentissues instructionsand promoterewards after a jobwell doneCan berigid andstrictSupport: thisleadership style couldalso push anemployee to opennew avenues towhich one does theirjob.Set ClearSafetyExpectationsfollow clearlydefined goals; andmust be closelymonitored andmanaged  All peoplemay not bemotivated bythe samerewardsCommunicateand InvolveSupport: Couldpotentially havea greater impactas a whole on acompany.RegularlyMonitorandEvaluateModel isbased on anexchange ortransactionCan give anemployeeimmediateknowledge of whatis expected fromtheir performanceEmployees knowwhen they reach acertain goal orrequirement theywill receive arewardHelps create anachievable goaland at thesame timeinstillconfidenceThe theory postulatesthat individuals willperform their tasks asthe transactionalleader wants them todo in exchange for theleader's offeringsomething the workerswant, such as payCoaches willname a playerof the gameafter greatperformanceSupport: this couldensure that theindividual will workharder, faster andhave betterproduction for thesupervisor/ companyProvideTrainingandEducationRelies onrewards andpunishmentsto achieveoptimal jobSupport: Thereare setstandardsavailable foreach individua.Support: This is amonetary way toachieve greaterperformance formyour employee.Performance-OrientedSupport: this form ofleadership willultimately give anindividual themotivation to achievehigher goals that heor she my have setfor themselves.Thrive onfollowingrules anddoing thingscorrectlyEnforceAccountabilityRewardComplianceand SafeBehaviorCompaniesprovide end ofyear bonusesbased onperformanceduring the lastyearFocusedon short-termgoalsCancreate lowmoralelevelsForeman /Superintendentpunish their stafffor not meetingtheir goals and donot leave anyroom for failureAlsoknown asmanagerialleadershipmotivates theteam throughmoney,recognition orpraiseBased on theoriesthat assumeindividuals are notself-motivated andneed structure,instruction andsupervision toaccomplish their jobsRewards individualswho perform theirtasks to the specifiedlevels & punishesworkers who do notperform to setstandards.Leadermotivatesemployees byexchangingcompetition forperformanceCoaches willreduceplaying timeafter badperformancesFavorstructuredpolicies andproceduresForeman /Superintendentissues instructionsand promoterewards after a jobwell doneCan berigid andstrictSupport: thisleadership style couldalso push anemployee to opennew avenues towhich one does theirjob.Set ClearSafetyExpectationsfollow clearlydefined goals; andmust be closelymonitored andmanaged  All peoplemay not bemotivated bythe samerewardsCommunicateand InvolveSupport: Couldpotentially havea greater impactas a whole on acompany.RegularlyMonitorandEvaluateModel isbased on anexchange ortransactionCan give anemployeeimmediateknowledge of whatis expected fromtheir performanceEmployees knowwhen they reach acertain goal orrequirement theywill receive arewardHelps create anachievable goaland at thesame timeinstillconfidenceThe theory postulatesthat individuals willperform their tasks asthe transactionalleader wants them todo in exchange for theleader's offeringsomething the workerswant, such as payCoaches willname a playerof the gameafter greatperformanceSupport: this couldensure that theindividual will workharder, faster andhave betterproduction for thesupervisor/ companyProvideTrainingandEducationRelies onrewards andpunishmentsto achieveoptimal jobSupport: Thereare setstandardsavailable foreach individua.Support: This is amonetary way toachieve greaterperformance formyour employee.Performance-OrientedSupport: this form ofleadership willultimately give anindividual themotivation to achievehigher goals that heor she my have setfor themselves.

Transactional Leadership - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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  1. Thrive on following rules and doing things correctly
  2. Enforce Accountability
  3. Reward Compliance and Safe Behavior
  4. Companies provide end of year bonuses based on performance during the last year
  5. Focused on short-term goals
  6. Can create low morale levels
  7. Foreman / Superintendent punish their staff for not meeting their goals and do not leave any room for failure
  8. Also known as managerial leadership
  9. motivates the team through money, recognition or praise
  10. Based on theories that assume individuals are not self-motivated and need structure, instruction and supervision to accomplish their jobs
  11. Rewards individuals who perform their tasks to the specified levels & punishes workers who do not perform to set standards.
  12. Leader motivates employees by exchanging competition for performance
  13. Coaches will reduce playing time after bad performances
  14. Favor structured policies and procedures
  15. Foreman / Superintendent issues instructions and promote rewards after a job well done
  16. Can be rigid and strict
  17. Support: this leadership style could also push an employee to open new avenues to which one does their job.
  18. Set Clear Safety Expectations
  19. follow clearly defined goals; and must be closely monitored and managed
  20. All people may not be motivated by the same rewards
  21. Communicate and Involve
  22. Support: Could potentially have a greater impact as a whole on a company.
  23. Regularly Monitor and Evaluate
  24. Model is based on an exchange or transaction
  25. Can give an employee immediate knowledge of what is expected from their performance
  26. Employees know when they reach a certain goal or requirement they will receive a reward
  27. Helps create an achievable goal and at the same time instill confidence
  28. The theory postulates that individuals will perform their tasks as the transactional leader wants them to do in exchange for the leader's offering something the workers want, such as pay
  29. Coaches will name a player of the game after great performance
  30. Support: this could ensure that the individual will work harder, faster and have better production for the supervisor/ company
  31. Provide Training and Education
  32. Relies on rewards and punishments to achieve optimal job
  33. Support: There are set standards available for each individua.
  34. Support: This is a monetary way to achieve greater performance form your employee.
  35. Performance-Oriented
  36. Support: this form of leadership will ultimately give an individual the motivation to achieve higher goals that he or she my have set for themselves.