Servant Leadership Style Analysis

Simply, servant leaders hold a view as a servant first and leader second (Owens & Hekman, 2012). Moreover, servant leaders emphasize personal responsibility for the organization and all internal and external stakeholders (Peterson, Galvin, & Lange, 2012). As stated, expressing a genuine concern and care for people are a basis of servant leadership. In addition, servant leadership also focuses on the growth of

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.

He further explains that servant leaders are not motivated by material possessions and are not usually driven to lead for the power that comes from the position (Greenleaf et al., 2002). Instead, the servant leader will ensure that the needs of their followers, the organization, or the community are met first and are treated with the utmost priority over their own needs (Greenleaf et al., 2002). Northouse (2016), also notes that servant leaders are attentive to the needs, concerns, and the wellbeing of their followers. Servant leadership also helps to promote employee satisfaction through helping them grow, succeed, and empowering them to be more independent and successful (Northouse,

Business leaders operate in complex environments. Driving organizational effectiveness in the short term while leading the company towards the long-term strategy requires continual evaluation of short-term decisions against potential tradeoffs against the long-term strategy. While the top organizational decision makers typically decide long-term strategy; implementation of the strategy occurs throughout the entire organization (Rush, 2012). Given this, ensuring clear understanding of the strategy for everyone in the company, allowing them to make day-to-day decisions in context of the long view helps move the company forward. Due to the complexities within business environments, and the multitude of stakeholder considerations required to create a balanced and ethical company strategy, companies are increasingly relying on cross-functional teams to create company strategy (Rush, 2012). The servant leadership style shares power with followers, and is based on teamwork (Harper, 2012). This paper provides an overview of the servant leadership style, how servant leadership impacts organizational effectiveness, in what organizational contexts this style is appropriate, and how servant leadership can both increase and deter from organizational effectiveness.

Different leadership styles may be associated with, or used by different leaders. Servant leadership may be a process used by an individual who pose no personal agenda for personal gain, yet they seek to provide an ethical/moral approach, while illustrating trust, empathy, and collaboration. Meanwhile, authentic leadership may demonstrate some similarities, such as leading a group by values, self-reflecting, and the balancing process, while evaluating fairness for all members. (Barnes et al., 2013, p. 11). In addition, leadership member exchange (LMX) is a relationship between the leader and the followers. Depending on how the leader receives the group member, the leader may place a member in an out-group or an in-group. If the member is place

This article discusses the servant leadership and its application in a work environment. The author, Bret L. Simmons, explains that the organizations can only excel when the employees go above and beyond their formal job descriptions (Simmons, 2010). Simmons has also examined a research study. The study states that the creation of a positive work environment that prioritizes to take care of the employees could help flourish the business faster. He states that expecting the employees to go above and beyond when the management treats them terribly is quite unreasonable. Simmons goes on to discuss the five steps

Good argument Stacia. Even though I support the use of servant leadership approach in maintaining the organizational dynamics that promotes the continued success of the stakeholders, I could still agree with your opinion. I have arrived at this conclusion, as I realized that both the transformational and the servant leadership styles are similar in many ways. For instance, both these approaches are visionaries, create trust, function as role models, empower and influence the followers, listen to the people and show the concern to them. Therefore, the ideologies of these two approaches can complement each other and bring about the desired success (Gregory Stone, Russell, & Patterson, 2003). So, there is no harm in borrowing some characteristics

How Servant Leaders Motivate People Servant leadership his become very important in the world today. According to Chan and Mak, servant leadership defines as the “the person who is leader first and who later serves out of the promoting of conscience or in conformity with normative expectations”. According to Boyum (2012), the term servant is defined as “one who is under obligation to work for the benefit of a superior and to obey his or her commands” (p. 33). The ultimate focus of a servant leader is the well-being & continuous development of his team or followers. Although traditional leadership involves the exercise of authority by the individual at the top management level, the situation for the servant leader is difficult. Setting the priorities

Transformational leadership is a process that motivates individuals by appealing to their moral value, instead of their own personal interests (Doody & Doody, 2012). This theory is credited to Burns, but continues to evolve and expand by others throughout the years. There are four main components when describing transformational leadership:

Since I don’t have the authority to reign on the whole organization, and neither do I have the qualification, or the experience or am close to holding a position of this kind, nor I would like to be the king in that capacity. To me, that wouldn’t fit into today’s day and age, as I feel there is no such thing as the ruling of anyone or an organization if we are talking about servant leadership, but that’s beside this topic.

As a leader and entreprehenuer, I address tension and conflict that occurs among diverse stakeholders within my parameter by figuring out what is most important to my organization, example; people, competition or money. My motto is treat others as you would want to be treated. I work for the people, not for the building. For this reason, I always put people ahead of anything else. I believe when you treat your staff right, they will inturned treat the customers right, which would lead to success for the company, and recognize competitive advantage. The theory I most practice in my organization is: Servant Leadership Theory - By Robert Greenleaf. Servant leadership philosophy implement practices that enriches the lives of people, builds better

Servant leadership is a leadership theory that originated from the works of Robert Greenleaf in the early 1970s (Northouse, 2016). According to the Robert K. Greenleaf Center for Servant Leadership (2016), Greenleaf was not the first person to create the idea of serving others through leadership, but he does hold the responsibility of coining the term, and applying it to the modern world. This modernized theory focuses on the leader serving the follower, in a way that gives empowerment and satisfaction. This is accomplished through the leader having behaviors of conceptualizing, emotional healing, putting followers first, helping followers grow and succeed, behaving ethically, empowering, and creating value for the community, which is

Matthew 20:28 states, “Even as the Son of Man came not to be served but to serve, and to give his life as a ransom for many” (ESV). Dameron (2016) explains the phrase servant leadership, which was coined by Robert Greenleaf in 1970, as the desire to serve first, followed by the desire to lead. Further explained by Dameron (2016), is that “A true servant leader embraces service to others as a personal philosophy” and also that “We are called to emulate the perfect servant leader – Jesus” (p. 73). Matthew 20:28 explains that Jesus came to serve and not be served. Attending to others first allows for the rejection of personal self-efficacy. Putting others before oneself incorporates the thought process of committing actions for the greater good, and not for self-directed promotion. Investing time and paying attention to the needs of employees allows the company leaders to incorporate them into the vision and mission of the company. As communicated by Rothaermel (2017), more employees today desire jobs which provide meaning and purpose beyond their financial

Transformational leadership is defined as having four conceptually distinct elements: charismatic leadership/idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1996). Servant leadership has

A TRANSFORMATIONAL LEADER is a person who stimulates and inspires followers to achieve extraordinary outcomes (Robbins, 2007)It has been shown to influence organisational members by transforming their values and priorities while motivating them to perform beyond their expectations (Rowold, 2007)Increased levels of job satisfaction & reduced turnover intentions are consequences of transformational leadership. It is all about leadership that creates positive change in the followers whereby they take care of each other’s interests and act in the interestsof the groupas a whole (Warrilow, 2012)