Servant Leadership Research Paper

As a health care professional who provides direct patient care on a daily basis and also as a charge nurse who leads a team of professional caregivers, I identify myself as a leader who follows the Servant Leadership principles. Choosing the servant leadership style has been influenced by my upbringing as a Christian and also a devoted follower of Christ and the teachings of the Bible. Even though the servant leadership principles have been in existence for thousands of years, it was made popular in the modern times by Robert K. Greenleaf through his essay “The Servant as a Leader”. Many traditional and contemporary organizations have adopted the Servant leadership principles either as a whole or part and have been successful. The cornerstone

They have a clear vision and are great communicators because they have to communicate their vision clearly to the followers. Transformational leaders promote team building, motivate employees to get engaged in the process of decision making and policy building through their creative inputs. These leaders demonstrate trustworthiness and possess an optimistic and positive outlook enabling to build a sense of pride among the employees. Transformational leaders have an open-door policy they encourage open conversation between the leader and the followers. When comparing with my personal leadership style which is closely related to servant leadership, definitely there are certain aspects which are common to that of transformational leadership. Empowering, motivation and engagement are some of them. Transformation leadership prioritizes the vision of the organization rather than the vision of the individual. In the case of Servant leadership, the needs of the followers take priority over the needs of the leadership. Transformational leadership can be used when there is an organizational change because the core strength of this style is building strong coalitions and trust among followers (Cherry,

Employees are rewarded or penalized based on their performance. There is no personal motivation to perform well other than the monetary or positional benefit. These leaders work within a previously created framework to maintain the status quo. Transactional leadership enables the organization to achieve short-term goals quickly by offering a reward for achieving the target. Under this leadership style employee creativity and engagement are low, because they work to achieve a preset goal. This style can still be used in a health care organization to achieve short term goals (Spahr,