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Servant leadership research paper
Servant leadership research paper
Criticism of the servant leadership
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Methodology
The broad-spectrum of enquiry that fortifies the scientific approach, consists of inductive discovery (induction) and deductive proof (deduction), which makes us, ponder whether we should begin with a theory, or should theory result from the research. A similar dilemma is faced in the research objective above whether to test the existing antecedents of servant leadership on a behavioral scale or to explore and identify “What makes a servant leader?”
The proposed study is an inductive attempt set out neither to substantiate nor to falsify the existing servant leader theories and models, rather through a process of gathering data; it endeavors to establish prototypes, consistencies and meanings to this novel field of research in leadership
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The development of the Servant Leadership Questionnaire (SLQ) by Barbuto and Wheeler (2006) provided a means to conduct empirical research on servant leadership behavior. Sendjaya, Sarros, and Santora (2008) have also published another instrument claiming to measure servant leadership called the Servant Leadership Behaviour Scale. Servant Leadership Questionnaire (SLQ), through meticulous scale and construct validation, has developed an instrument to highlight five distinct characteristics of servant leaders: altruistic calling, emotional healing, wisdom, persuasive mapping and organizational stewardship. My research seeks to answer the drive that brings about these characteristics in an individual, thus making the individual a servant leader and also to know if spiritual inclination of an individual can be the thrust of altruistic calling and stewardship of an …show more content…
To begin with, the research shall use these scale, and administer on employees of different organizations to identify servant leaders in an organization. Also certain established servant leaders like Kisan Baburao ‘Anna’ Hazare and the like shall be identified by snowball technique. Establishing sound measures ensures an important element of generating inclusive categories. Thus, my research uses 2 scales to identify Servant Leader. The development of the Servant Leadership Questionnaire (SLQ) by Barbuto and Wheeler (2006) provided a means to conduct empirical research on servant leadership behavior. Sendjaya, Sarros, and Santora (2008) have also published another instrument claiming to measure servant leadership called the Servant Leadership Behaviour Scale. Servant Leadership Questionnaire (SLQ), through meticulous scale and construct validation, has developed an instrument to highlight five distinct characteristics of servant leaders: altruistic calling, emotional healing, wisdom, persuasive mapping and organizational
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
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
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 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.
Servant leadership is a fundamental skill that is of great importance in today’s health care system. Health care workers who follow effective leadership that promotes teamwork are provided with the opportunity to effectively conquer challenges during stressful situations. In order for an individual to posses the skills needed to carry out servant leadership, they must first have authority over the people they are leading. It is a complex task to gain authority; I believe that an important way to obtain authority is to show love to others. The book, The Servant by James C. Hunter describes love not as a feeling, but rather as a behavior or action towards people. As a leader, one might have good intentions, but without following through with the intended action, the leader loses their authority. The act of love requires having good intentions followed by acting out those intentions. I believe the three most important aspects of love and servant leadership, which are
purpose for this book is dual. First goal is clearly defining servant leadership and second one is
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.
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
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
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 ...
Leading by example is the main idea. Servant leaders do not want to be in the first line and they prefer to guide their employees from a distance. They distinguish because of their personality, their behavior and their values. The only disadvantage is that in a competitive financial environment it is difficult from them to be recognized.
At the core of the relationship between the servant-leader and the follower stands the leader's belief in the value of each individual. Without a strong relationship between the leader and the follower, there will be no such thing as servant-leader. Servant leadership recognize the value of the relationship and people follow servant leader voluntarily. The empowering and developmental behaviors shown by
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).
Chung, Y. (2011). Why servant leadership? Its uniqueness and principles in the life of Jesus. Journal Of Asia Adventist Seminary, 14(2), 159-170.
Further, the audio lectures explained the idea of having a loving fulfillment in our actions and wanting to perform our duty- hesed (Fischer, 2009). Mutual accountability for the leader and follower anchors the concept of servant leadership. In fact, inputs from the biblical perspective of love and justice in a covenantal context affect the outputs of our organizational impact in how we treat each other and the expectations of the agency (Fischer, 2009). As leaders, we look for mindsets focused on intrinsic motivations but not in a self-serving capacity as explained by the actions of the captains. Indeed, servant leaders have a desire for power to mentor and encourage positive relationships and creating an organizational culture which places others first.