Although theories based on social exchange do not clearly distinguish between the two types of non-economic exchanges, they appear to be mainly centered on the work exchange. Thus, for example, the transformational leader seeks to influence and motivate his or her collaborators so that they are aligned with the leader's vision.Bass and Avolio (1994) specify that transformational leaders try to get their collaborators to emulate them (idealised influence); communicate visions of the future that are attractive for their collaborators (inspirational motivation); stimulate them to be creative, without criticising their ideas (intellectual stimulation); and provide them with individualised opportunities for learning and development (individualised consideration). All of these actions are directed at collaborators so that they
voluntarily align their interests to those of the leader. Burns (1978), for his part, suggests that the transformational leader is the one that appeals to the highest levels of the needs of his or her collaborators. Burns also adds that only the collaborators can decide which are the lower or higher needs in each case (p. 458). However, it does not seem that
Burns' transformational leader appeals to other people's needs (transcendent motivation) in order to influence the
collaborator, and much less to the needs of other people as perceived by those other people.