Improving the Resource Accountability Practices in DLi Corporate

Lynch and Friedman (2013) express that “Servant leadership is a valuable approach in politics and industry. Adding the spiritual component−striving to build a spiritual workplace and working to improve society− completes the paradigm and makes it more valuable as a leadership theory” (p.

Servant leadership is an effectual way to motivate the employees. Its unique emphasis on concern for

Servant Leadership is “an approach to leadership with strong altruistic and ethical overtones that asks and requires leader to be attentive to the needs of their followers and empathize with them; they should take care of them by making sure they become healthier, wiser, freer and more autonomous, so that they too can become servant leaders” (Valeri, 2007). Although there is not many servant leaders in this world but the concept of servant is one of the most leadership approach leaders today struggles with. Servant leadership is mainly about the leader helping to grow their followers or members personally and professionally through empathy, listening skills and compassion. The concept of servant leadership which was proposed by Robert K. Greenleaf in his 1970 writing indicated that servant leadership is a theoretical framework that advocated a leader’s primary motivation and role as service to others.

Servant leadership from a Christian perspective is a replica of what Jesus Christ symbolizes. Jesus was a servant because he showed truth, vision, humility, commitment, teacher to his followers, and brought about change; he was a suffering servant, yet was merciful, he was a teacher, yet willing to be taught by the Holy Spirit. “For even the Son of Man did not come to be served, but to serve, and to give His life as a ransom for many.”

This article examines the similarities and differences between transformational and servant leadership. The authors suggest the primary difference is the focus of the leader. The transformational leader’s focus is more on the organization and the servant leader’s focus is more on the follower. The authors state that both offer the conceptual framework for

Servant leadership is one of several models that have some basis in ethics, according to Northouse (2013), in this way servant leadership distinguishes itself from trait, path-goal or transformational models. The aim of this paper will be to examine on attribute of servant-leadership, describing how the principles might be applied, and the impact of such an approach, in a practical setting. The second part of this paper will evaluate servant leadership’s relationship with the Christian religion and ask whether the model is compatible with other belief systems.

From the group Biblical Integration Paper, it was understood that servant-leadership is not only a gift of purpose that God places in the hearts of His people, but it is also a calling in one’s life to truly touch the lives of others in need. Living a successful life, as a servant-leader is not one that focuses on self-fulfillment, rather it is in seeking a fulfillment that comes from Christ when one pours him/herself out for the sake of others. It is through servant-leadership that one is able to bring hope into hopeless situations (Group Integration Paper,

As with the companies in the case studies, United Service Automobile Association (USAA) illustrates different facets of servant leadership (Northouse, 2013, p.236). The company displays servant leadership based on a mixture of a few of the ten characteristics of servant leadership (Spears, 2002) and the four of the seven servant leadership behaviors (Liden, Wayne, et al.’s, 2008). The characteristics are empathy and listening. The behaviors displayed are putting followers first, helping followers grow and succeed, behaving ethically, and creating value for the community. Servant leadership is seen in USAA from the creation of the company in 1922 to present.

The authors went on to state that research has been very limited on servant leadership until recently, for it is difficult to think of a servant who leads and a leader who serves, but it’s a theory with great future promise.

By being a servant leader, I will put the needs of my employees first to ensure that my company is socially responsible through quality customer service rendered by me and employees. Since leadership is considered a critical force in producing positive outcomes in organizations through the performance of employees, it is very important to take servant leadership seriously (Grisaffe, VanMeter, Chonko 2016). My main and foremost priority as a servant leader is to serve others with real selflessness before aiming for profit. For instance, as a non-medical owner of a care

 The group’s first unanimously chosen topic/concept, selfless service or servant  leadership, is important to organizational leaders because of the positive influence this character trait has on employee motivation and job satisfaction within organizations (De Clerq, Bouckenooghe, Raja, & Matsyborskam, 2014; Blanchette, 2015) “Servant leaders provide strong empowerment to their followers, allowing [followers] to experience high levels of  ... [job satisfaction]... [The study also] demonstrated that a follower-friendly leadership style [was] an important source of employee work motivation” (De Clerq, Gouchkenooghe, Raja, & Matsyborska, 2014 p. 189, 206). “Maj. Gen. Dees’ definition of selfless service is related to Organizational Management and Leadership, since selfless service is a

Being a servant leader empowers others to become better people. Without such leadership, Kelleher’s employees would feel as if they do not matter, but in reality they are the most important assets to the airline company.

In the book The Servant, the author James C. Hunter discusses Servant Leadership, and the impact it has on every aspect of life. The book begins with a middle-aged man, John, who has it all, a supportive wife and kids and an authoritative job as a manager at a glass factory. John however, feels his life is falling apart, his employees aren’t respecting him and his relationships with his wife and kids are becoming distant and negative. In an attempt to make a change, John attended a week long religious retreat that’s main focus is Servant Leadership. The attendees at this retreat were all very different, their careers varied greatly, and their views on how to be a leader were not alike either. In the end though, they all agreed on one thing, making a change to become a Servant Leader was going to reshape their lives, through both their careers and relationships.

The second part of this investigation focused on training as an antecedent of organizational performance in a servant leadership environment. Dr. Herb Shaffer (Institute for Servant Leadership), Dr. Bill Jones (Area Director for the Church of God in Michigan) and Dr. Rebecca New-Edson (Area Director for the Church of God in Western Pennsylvania), professional trainers were also interviewed. These interviews were comprised of questions focusing on training in a servant leadership environment and the impact on organizational performance. Discussions and Results section of this research paper outline the findings.

Current organizational change in China grants more autonomy to organizational leaders of the business system, at the same time, the role of top managers in leadership position is still enacted in a special manner.