The term ‘leadership’ has no definition, for it is defined different ways in the minds of people. A leader will ingrain a sense of positivity and necessity towards the set goal using the power of written and spoken word. The qualities of a leader differentiate between between each society.
Being a leader is treating people the way you want to be treated. Leadership is being the individual you are while working on influencing others. Being a good leader consists of several characteristics. (Hunter, 1998, p. XVII). Some characteristics include empathy, committing to the growth of others, and most of all, being a good listener. Leadership roles aren’t always consisting of individuals at the top of organizations, people aren’t always good leaders, and it’s an influence process. . Hunter (1998) goes into great detail throughout his writing, that the foundation of servant leadership style is not directly based upon power, however more relates to authority. This paper explores the various characteristics of servant
The need to serve combined with a motivation to lead is the base of servant leader. Self determination has been positioned as an essential condition to be able to act as a servant leader (Dierendonck, 2009). It is expected that the power comes with a leadership position is used to provide others with the opportunity to become self-determined. servant leadership is also based on culture, countries with strong human orientation tend to have more servant leaders. As it is common for citizens to serve.
Northhouse (2013) servant leadership questionnaire was designed to critique the seven behaviors characteristics of a servant leader. In addition, the questionnaire results can assist the leader in assessing areas in which the leader would have strong servant leadership behaviors. Furthermore, the questionnaire results can inform the leader what areas that might need some improvement. After completing the questionnaire, I received scores in the high (23-28) to moderate (14-22) ranges. The results are listed below with each behavior characteristics.
Most leadership models can be observed in the workplace and then explained in behavioural terms. Servant leadership differs from other models in that servant leadership comes from within the leader, surfacing out of the leader's principles, values, and beliefs. The servant leader's motivation and behaviour come exclusively from the personal principles,
Servant leadership is a leadership style that is more democratic instead of autocratic. The employees are the center of this model. This leader is one that assesses the employee in the professional and personal growth. Servant leader follow the model established by Robert Greenleaf in 1977. Using Mr. Greenleaf’s ten characteristics, those will show the benefits of this type of leadership for both the company and employees. Does this style really do want is said of it. Yes, based on the research, this style is more beneficial toward the employees making them into employees that are more productive and want to stay with that company. When more companies follow this style, the retention of their employees will be higher as they would have
Prosser, S. (2010). Opportunities and Tensions of Servant Leadership. In D. van Dierendonch & K. Patterson (Eds.), Servant Leadership Developments in Theory and Research (p. 26, 29, & 34). Retrieved from:
Laub’s Servant Leadership Model defines what servant leadership is and what a servant organization looks like (Laub, 2009). He defines servant leadership as an understanding and practice of leadership that places the good of those led over the self-interest of the leader. Servant leadership promotes the valuing and development of people, the building of community, the practice of authenticity, the providing of leadership for the good of those led and the sharing of power and status for the common good of each individual, the total organization and those served by the organization (Laub,
Egalitarianism and Empowering were recommended more strongly in western cultures but less so in Asian and similar cultures. However, servant leadership dimensions of Empathy and Humility more strongly endorsed in Asian cultures than Western cultures. Such a leader by example, willing to become a servant to serve to lead; Its leadership is also the result of the to extend its service function. Servant leaders encourage cooperation, trust, seer, listening as well as the power of moral purpose. Servant leadership is not necessarily formal leadership positions. The advantage of servant leadership: the first is the servant leadership is a long-term work, the way of life evolution, it can stimulate positive changes within the community. The second one is Servant Leadership often compared with Transformational Leadership. The latter also attaches great importance to the collaboration. When both are shown to be the leader of grave concern, servant leadership more highlight its service characteristics, and the aspirations of transformational leadership are the leader in the service of organizational goals. Center of gravity in the organization for leadership is lead employees; this is the watershed of transformational leadership and servant leadership. However, the limitations of servant leadership: the first
However, to implement this style genuinely and effectively, leaders should be sure that they either possess or can readily adopt certain attitudes and criteria that meld with the successful application of servant leadership. These major criteria should be paired with a relationship with Christ to truly be effective. Chief among these attitudes are (1) vision, which is the beginning of everything, (2) listening, which is hard work requiring a major investment of personal time and effort, worth every ounce of energy expended, (3) believing that the job involves being a talent scout and a commitment to the staff’s success, (4) believing that it is good to give away power, and (5) striving to be a community builder (Boone & Makhani, 2012). According to Christ’s model, servant leadership involves laying aside anything that normally would be associated with prestige or the world’s idea of success and control; it often involves relinquishing one’s own desires (Coulter, 2003). Servant leadership is demonstrated by empowering and developing people; by expressing humility, authenticity, interpersonal acceptance; and by providing direction and stewardship (Van Dierendonck,
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. They acknowledge people’s perspectives, and give them the support needed to meet their goals. Servant leaders involve members when decisions are appropriate helping build a stronger commitment within the team. Strong qualities of servant leadership are trust, appreciation for others, and empowerment. Honesty and integrity form the moral foundation of effective leadership through the four values of truth telling, promise
Benchmark – Servant Leadership and Christianity Servant Leadership is a leadership style that have been around since Jesus introduced it during his teaching. His style have been tried again and it has proved to work. Different organizations have gravitated to this style of leadership and they have become one of the biggest companies in the United States of America. Example of the company that practice Servant leadership is Southwest Airlines. Southwest Airlines management have practiced servant leadership style that it is now their motto.
As implied by its name, servant leadership can be defined as “providing leadership that focuses on the good of those who are being led and those whom the organization serves’’ (Hamilton & Nord, 2005, p. 875). Greenleaf (2002) suggests that as opposed to being the central focus of the group, servant leadership places the leader in alignment with the group, allowing for support and resources to be allocated to its members. Moreover, servant leaders act as organizational directors, fostering a sense of community between organizational members (Greenleaf, 1977). In contrast to the traditional top-down paradigm of leadership, the servant leader is placed at the bottom of the hierarchy (Rieke, Hammermeister, & Chase, 2008), thereby allowing for the needs of followers to be met. The major focus of this approach to leadership is to encourage the growth, autonomy, and learning of followers, which in turn will influence and enhance future organizational leadership and growth (Bass, 2000). Through behaviors such as empathizing and nurturing followers, the servant leader places the concerns of his or her followers at the forefront, allowing them to reach their own personal capabilities (Northouse, 2012). Moreover, an overarching theme of servant leadership is the ethical behavior the leaders exhibits toward followers (Walumbwa, Hartnell, & Oke, 2010). That is, the servant leader possesses a sincere concern for the well-being of followers (Caldwell et al., 2011). Thus, this brand of leadership focuses on the altruistic behaviors of the leader and the effects that these behaviors have on the followers.
This essay is fueled by my research into understanding me as a servant-leader in training. I grew up in a house where my dad owned his own company, though he worked alongside his employees. Both of my parents worked within the community, meeting the needs of those around them. Growing up in the house and watching them give of themselves gave me paradigms of servant-leadership, and helped me to recognize it when it existed. Their models of servant-leadership have helped to inspire and reassure me in my decision making. According to Robert Greenleaf, one must first take on the role of a good servant, before that of a good leader (2002). At the time I was first introduced to this concept by my parents it was
The article summarizes and gives an overview of servant leadership, a synopsis of motivating language theory, a model and proposition, and implications and future directions for research and practice. Robert K. Greenleaf stated “The Servant-Leader is servant first. It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. The best test, and difficult to administer is this: Do those served grow as persons? Do they while being served, become healthier, wiser, freer, more autonomous, and more likely themselves to become servants? And, what is the effect of the least privileged in society? Will they benefit, or at least not further be harmed.” Greenleaf (1977, p.13). There isn’t a specific or precise definition of servant leadership. However, based off what Greenleaf stated, one can assume that servant leadership is about serving and being a good leader not just delegating task and having a sense of power over someone else. In my opinion a servant leader should be inspiring and motivate their employees to want to do work even if no direct incentive is involved. Employees should feel that when things are tough or work is challenging that their leadership would be willing to do whatever to make them and the team