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Culture as a determinant of leadership
The strengths and weaknesses of different leadership styles
The strengths and weaknesses of different leadership styles
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Recommended: Culture as a determinant of leadership
Servant Leadership, Not For All Companies
The past can teach business leaders many lessons and educators can help guide the leaders of tomorrow. Leadership is evolving, and institutions of higher education are creating leaders to meet the needs of the global business environment. In comparison to past leadership styles and theories which evolved from the autocratic, task, based, direct from the ivory tower leadership style to the “lead by example” leadership styles, educators can build the next generations of leaders, but first must decide which of the two new dominant theories—servant and transformational, is the best fit. Over the past three decades, academic research on leadership focused on transformational leadership and building to servant leadership. Transformational and servant leadership, highly investigated with over 200,00 articles listed on the Proquest research database from 1980 to 2014, interestingly servant leadership accounts for 130,000 of articles with over 15,000 comparing the two styles. The two are similar in their approach to management of human resources but are diametric in the approach to corporate culture. Servant leadership denoted as spiritual while transformational leadership considered empowering (Smith, Montagno, & Kuzmenko, 2004).
The purpose of this article is to establish how the style does not always fit and that servant leadership, although a revolutionary style as portrayed, may be innate in an individual and driven by spiritual influence. The spiritual portion of servant leadership can be ineffective or ineffective based on individual preference, the local culture and the type and growth of a company. For a leader to determine the appropriate environment, he/she must examine the company...
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Smith, B. N., Montagno, R. V., & Kuzmenko, T. N. (2004). Transformational and servant leadership: Content and contextual comparisons. Journal of Leadership & Organizational Studies, 10(4), 80-91. Retrieved from http://search.proquest.com/docview/203138839?accountid=38569
Smith, C. (2005) Carolsmith.com. Servant Leadership:The Leadership Theory of Robert K. Greenleaf. Retrieved from. http://www.carolsmith.us/downloads/640greenleaf.pdf
Spear, L.C. (2010). Character and Servant Leadership: Ten Characteristics of Effective, Caring Leaders. The Journal of Virtues & Leadership, Vol. 1 Iss. 1, 2010, 25-30.
Thomas, J. (2014). cognitive, affective, and behavioral responses to organizational change. Supervision, 75(3), 3.
Quakerinfo.org (n.d.) quakerinfo.org. What do Quakers believe?. Retrieved from. http://www.quakerinfo.org/quakerism/beliefs
Servant leadership, as defined by Kretiner and Kinkicki (2015, p.486), is putting the needs of others, including employees, customers, and community ahead of one’s own needs. This management style requires selflessness and humility from management so the organization can focus on serving key stakeholders. There are ten characteristics of a servant-leader as identified in the text
Servant leadership is a philosophy and set of practices that augments the lives of individuals, builds better organizations, and creates a more just and caring world, they put the team first, and themselves second (MindTools, 2015). Servant leaders are able to demonstrate their traits through interaction with followers and other leaders within the organization. The characteristics of servant leaders include their commitment to the growth of people, stewardship, and building community, and provide leaders with the opportunity to experience change and to invite followers to change (Savage-Austin & Honeycutt 2011). Servant leadership encourages leaders and followers to ‘raise one another to higher levels of motivation and morality’, and set their leadership focus: follower’s first, organizations second, their own needs last (Sendjaya, Sarros, & Santora, 2008). The servant leader focuses on the needs of others to include team members.
The Servant Leader discusses the importance of leaders who adopt a service oriented attitude in which they care for the needs of others before their own. A servant leader need not be an actual servant or have ever been a servant to become a servant leader. Rather, a servant leader is born with or adopts an “others first” disposition. Climbing through the ranks may help to create a servant leader, though it is not necessary. When leaders choose to see that the needs of their followers or their organizations are the highest priority they become servants.
purpose for this book is dual. First goal is clearly defining servant leadership and second one is
Servant leadership is becoming a more “sought-after” concept in today’s society, but what exactly is servant leadership? Does it mean different things to different people? Although the three books, The Servant as Leader, The Servant, and Lead Like Jesus, all center around servant leadership, each author takes a different perspective on the meaning of being a servant leader. Robert Greenleaf addresses leadership from a straight-forward stance; saying that a good leader must be a servant-first by finding the will within themselves to put the needs of their group before their own. James Hunter discusses servant leadership through a story involving everyday people that the reader can relate to. He uses Jesus as a guide to explain how to initiate character development that will, in turn, fashion servant leadership. Ken Blanchard and Phil Hodges offer a new perspective on servant leadership by bringing Jesus into the picture on an even deeper level than Hunter. They explain that by knowing Jesus Christ and developing an intimate personal
The two most intriguing leadership styles presented in the readings were transformational leadership and servant leadership. Both leadership styles are relationship-oriented, that is, in order for these leadership styles to be effective, positive relationships must exist between leaders and followers. Also, both leadership styles reject the role of leader as being reserved for those individuals in designated positions of power, but rather a quality that may be exhibited by any individual (Kelly, 2012, pp. 10-11). However, the differing goals of each leadership style is the seemingly critical factor that separates transformational leadership from servant leadership.
After reading various essays and commentaries on servant leadership I thought about a criticism of the theory that wasn't addressed in the readings. Are servant leaders taken advantage of and in certain instances seen as pushovers rather than true leaders? If we review the basic concept of servant leadership, my definition would be a leader who does what’s necessary to ensure his followers are successful. Is this what you really want from a leader? In my opinion that answer is no, you want a leader to exhibit these “I will help you by all means” characteristics in certain situations, but not all of the time. If this is done all of the time I see this “leader” as a targeted pushover. The lesson commentary referenced the role of parenthood as an example of servant leadership. “Parents serve their children’s needs so that the children can develop into healthy adults…so that they can help their own children develop” (Lesson 11 Commentary, p. 2 Houston). For us parents out there, we know that this can be a slippery slope. If you always come to the rescue of the child, they will not learn ...
Servant leadership consists of leaders helping their followers become leaders themselves. The use personal skills such as empathy, compassion and listening to help their followers succeed. It is not necessarily the most popular form of leadership but, it has been proven successful b those leaders who implement it in their work practices. Servant leaders typically have a strong bond with their team. They are the base and the foundation of their teams.
Introduction Through identification and ongoing assessment of her leadership style and ability, this leader is able to develop and understand her own strengths and limitations in order to grow and develop into a more effective leader. The aim of this paper is to provide an overview of servant leadership, contingency, and path-goal styles of leadership to gain an understanding of current leadership models, identify this author’s style of leadership, and explore why leadership is important to organizations, society, and this author. A Personal Model of Leadership Servant leadership was a term that was first used by Keifner Greenleaf (1970) in his first essay, The Servant as Leader (as cited by Crippen, C., 2005). Greenleaf based his essay on his belief that a servant leader is a servant first, and explained that it would begin with the natural urge to serve and then the leader would make a conscious choice to become a leader, in doing so he makes the choice to ensure that others needs are met first (2005 ). As a servant leader develops he should always keep aware of those who he serves and strive to ensure that they are becoming healthier, wiser, freer, have an increase in autonomy, and become more like servants themselves (2005).
Before reading about characteristics of servant leadership, I tried thinking about what I already knew about this type of leadership. Some of the thoughts I had were: leaders put others before themselves and leaders go beyond their responsibilities to help others. When I read Chapter 7 from The Special Education Teacher as a Servant Leader, I found that I was correct but did not have the full answer.
Most cultures I find relate in many ways. They all display characteristics of servant leadership. I discovered that the Indian culture holds one to moral and ethics within the culture and religion. In a mirror image of Christians, Indians believe that your destiny is base off the seeds one sows while here on earth. The Indian culture does not recognize their beliefs and morals as servant leadership and have a different way of presenting the concept. One of the ways that one will find that servant leadership is presented different is in their religious practice of Hindu. Over all the Indian culture diverse context and religion
I can relate to your experience, at least I can read that this is not your manager anymore. I wonder if you resigned, your manager resigned or she was fired….I really enjoyed your suggestion about “servant leadership theory” I belive that it should be acknowledge that what they do needs a name and studies needs to be done to determine the root of the problem.
Stone, A. G., Russell, R. F., & Patterson, K. (n.d.). Transformational versus servant leadership: A difference in leader focus. Retrieved from http://www.regent.edu/acad/sls/publications/conference_proceedings/servant_leadership_roundtable/2003pdf/stone_transformation_versus.pdf
Chung, Y. (2011). Why servant leadership? Its uniqueness and principles in the life of Jesus. Journal Of Asia Adventist Seminary, 14(2), 159-170.
Servant leadership, having experienced it personally in my religious organization that despite the fact that leaders have to lead by examples, the challenges is when followers or committee members produce less result overtime. Followers or committee members in church often believes that to be a leader and a servant at the same time, they can step in and complete most of the on-going church programs or tasks. Therefore, being aware of this attitude by followers or committee members, team leadership could be apply team leadership to supplement servant leadership that facing this kind of