More handpicked essays just for you.
Transformational leadership and the leadership challenge
Transformational leadership has been defined as the “New Leadership” paradigm
Transformational leadership has been defined as the “New Leadership” paradigm
Don’t take our word for it - see why 10 million students trust us with their essay needs.
a. 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. Transformational leaders strive to motivate and transform followers to …show more content…
3). Through the service of others, servants as leaders create positive changes in the lives of others that lead those served to act more autonomously (Block, Blanchard, Wheatley & Autry, 2006). The goal of a service leader is to help others achieve their highest level of functioning. Those served are then motivated to become service leaders as well (Block, Blanchard, Wheatley & Autry, 2006). Thus, servant leadership focuses on commitment to helping the individual served grow in their abilities. In turn this gives the served individual confidence in their work and personal abilities which then transforms into a desire to help others do the …show more content…
The most appropriate leadership style for Jenny’s situation is one that is fluid and ever changing based on the situation and/or needs of the individuals being lead. In path-goal theory, the intensity of interactions and the type of interactions are adjusted based on the goals of the outcome and the needs of the followers (Kelly, 2012). Because the skill level of nurses vary, the flow of the environment is disorganized, there are high turnover rates of staff, and the needs of the patients are complex it is best to implement actions based on the varying needs of the department and its nurses. Path-goal theory utilizes four leadership styles that are dependent on the needs of the follower in an attempt to build a cohesive team that are motivated by feeling they are capable of doing the work, knowing what they contribute to the organization will help to accomplish its goals, and by believing their efforts are appreciated and meaningful (Kelly,
To be a servant leader you have to have certain qualities. Not only have the qualities but
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.
Servant-leadership is a way of life that evolves and matures with the passage of time. This way of life transforms spiritual people, with strong and stable emotions, into someone who has a deep understanding of truth and the world around them.
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.
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
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
Steward or Servant-leadership characterizes a model of leadership in which the leader undertakes a supportive, service orientated role among stakeholders and employees. The leader assists by building the skills of employees, minimizing obstacles, and enabling creative problem solving and innovation. “The characteristics associated with servant leadership include incorporating active listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and community building” (Spears, 2002). Servant leaders build up their employees and surround themselves with good people and then motivate them to achieve greatness and this starts at the top within BMW
Leaders in general are a significant part of the follower’s success on and off of the result charts. As we know, there are people who lead much better than others. The question then becomes, what makes this leader different? Or even, what makes this person a leader? And what is setting him/her apart from the rest of the leaders? And the answer is their individual leadership style determined by certain traits. In terms of the context of what is significant to the leadership that has taken place in my life, we will be analysing and unpacking transformational leadership as my primary leadership type along with servant and transactional leadership traits seen in the works of someone significant in my life.
Becoming a leader requires the ability to offer oneself as a clear, trustworthy and supportive individual that inspires others by servicing those in the surrounding environment. A servant leader works to empower others through encouragement rather than power. Although the name servant leadership may seem like a paradox, those that work to serve others ultimately blossom into leaders that others are more willing to follow and trust. Servant leadership is composed of several different qualities that are melted together in order to become a successful leader. Robert K. Greenleaf constructed the term “servant leadership” in order to describe a leader that puts others before themselves while empowering and inspiring others to act as their best selves
Servant leadership was discussed in the articles presented this week. The concept is a relatively new leadership theory based on serving followers. The characteristics of a servant leader are listed as follows: “calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth and community building (Barbuto & Wheeler, 2006).”
While there is a body of research for transformative leaders, there is very little for servant leadership. This is changing as more efforts are applied to understand servant leaders. This has led to conjecture that servant leadership is little more than an extension of transformative leadership. However, as demonstrated here, there very clear and marked differences between the two. Humphreys has proposed a model of servant and transformational leadership that includes the contextual variable a model of servant and transformational leadership that includes the contextual variable. With all of the available evidence, transformative leadership is best suited for a dynamic external environment, since a transformational leadership would be aggressive enough to meet the organization’s needs. (Humphreys) In a more stable external environment, a servant leader would find the most success, since their efforts would be more evolutionary versus revolutionary in
Servant leadership is the willingness to serve others first and then be a leader (Spears, 2010, p.26). Servant leader is the ability to listen, have empathy, healing of relationship and one self, awareness, persuasion, conceptualization, and foresight to learn from the past, the ability to apply to reality and future (Spears, 2010, pp. 27-28). Moreover, servant leaders should also have other qualities like stewardship. Commitment to the growth of people and building community (Spears, 2010, pp. 29).
I understand that leadership, a positions of power and rank must be respected, but whenever availed if the leader can take some characteristics of a servant leader they will create a better following. I quotes Sun Tzu earlier saying “A leader leads by example, not by force.” (Stone, Russell, Patterson, 2004), and Tom Peter explained that ”Sun Tzu Leaders don 't create followers, they create more leaders.” (Stone, Russell, Patterson, 2004) I believe that this is very relevant in servant leadership. With this thought, servant leadership is the most effective form of leadership to create more leaders who have a passion for what they do and want to continue working for a cause rather that a rank. “Successful corporations don’t wait for leaders to come along. They actively seek out people with leadership potential and expose them to career experiences designed to develop that potential.” (Kotter, 2001, p.
Servant Leadership is a person that has a position of authority but does not let that impede them to serve wherever they are. Jesus teaches us to not think of ourselves as better than the other person but to serve others. “So Jesus called them together and said, “You know that the rulers in this world lord it over their people, and officials flaunt their authority over those under them. But among you it will be different. Whoever wants to be a leader among you must be your servant, and whoever wants to be first among you must be the slave of everyone else. For even the Son of Man came not to be served but to serve others and to give his life as a ransom for many.” (Mark 10:42-45 NLT). I can say that it can be hard to serve others when you know
Relocation of a business that has been around for 75 years is very detrimental. It not only effects those that are close to retirement, but those that are proficient at their job duties. The relationships you have built over the years will become strained and fall outs will begin within the company. As a human resource director, there should be methods in place to motivate, encourage, and keep employees from leaving the company. In addition, there must be a communication strategy, question and answers prepared; as well as keep employees focused on their current task before the relocation begins. In this case study, there will be a thorough discussion about leadership theories, importance of positive reinforcement, and leadership styles.