Servant Leadership Theory Summary

Servant leadership is an effectual way to motivate the employees. Its unique emphasis on concern for

Servant Leadership is “an approach to leadership with strong altruistic and ethical overtones that asks and requires leader to be attentive to the needs of their followers and empathize with them; they should take care of them by making sure they become healthier, wiser, freer and more autonomous, so that they too can become servant leaders” (Valeri, 2007). Although there is not many servant leaders in this world but the concept of servant is one of the most leadership approach leaders today struggles with. Servant leadership is mainly about the leader helping to grow their followers or members personally and professionally through empathy, listening skills and compassion. The concept of servant leadership which was proposed by Robert K. Greenleaf in his 1970 writing indicated that servant leadership is a theoretical framework that advocated a leader’s primary motivation and role as service to others.

There are many advantages to practicing servant leadership to be experienced by all stakeholders. A balance is required of either incorporating other styles when the situation calls for them or there should be a good mixture of leadership styles among the leaders within the organization. This blend of leadership styles allows for all levels of employees to feel they play an important role in the success of the organization while continually

When an organization functions under servant leadership, certain outcomes are expected. Followers’ performance should increase and they should be evidence of growth in all areas of their life. The organization should have signs of growth and development. The community around the organization or those individuals which receive services from the organization should have advance from one point to the next higher level. The organization should have a positive impact on the

This article examines the similarities and differences between transformational and servant leadership. The authors suggest the primary difference is the focus of the leader. The transformational leader’s focus is more on the organization and the servant leader’s focus is more on the follower. The authors state that both offer the conceptual framework for

This paper is based on my personal philosophy the art of servant leadership within organizations, and in the community. According to the author Aubrey Malphurs, he asserts “that there are leaders who “have the ability to lead, influence others based on certain leadership characteristics, strengths and weakness.” It is within these leadership strengths and weaknesses, there are benefits and opportunities to empower others. However, there are good and great leaders, a great leader is much more desirable, in that great leaders are driven to lead and serve their followers. Great leaders have the characteristics to be effective and empower their followers, this is the art of Servant leadership, the art of knowing how to care for others in the most

The idea of injecting a servant leadership approach within a society riddled with thoughts and desires to be #1 is counterintuitive to not only the culture, but the very nature of man. We would all agree that modeling the behavior that Jesus exhibited in the upper room isn’t what we all aspire to do—at least on a very basic, natural level. However, this is the very idea and hallmark that author James Hunter is trying to instill in others in his book The Servant. That is, that we should lead people the way that we would want be lead ourselves—that the essence of ultimate leadership can only be expressed through love. Points such as others’ centered leadership, values for individual development as a leader and how these expressed

Servant leadership is best know for placing the needs and wants of others above those of the leader; this helps to create a trusting and empowered team of followers to help organizations reach their goals (Mahembe & Engelbrecht, 2014). The servant leadership model is able to help nonprofit organizations gain a competitive advantage in ways that are not necessarily profit driven, such as improving employee satisfaction and commitment to the organization (Center for Servant Leadership, n.d.). The improvement of employee satisfaction has been linked to improved customer satisfaction, which helps to build support for the organization (Center for Servant Leadership, n.d.).

By being a servant leader, I will put the needs of my employees first to ensure that my company is socially responsible through quality customer service rendered by me and employees. Since leadership is considered a critical force in producing positive outcomes in organizations through the performance of employees, it is very important to take servant leadership seriously (Grisaffe, VanMeter, Chonko 2016). My main and foremost priority as a servant leader is to serve others with real selflessness before aiming for profit. For instance, as a non-medical owner of a care

This article discusses the servant leadership and its application in a work environment. The author, Bret L. Simmons, explains that the organizations can only excel when the employees go above and beyond their formal job descriptions (Simmons, 2010). Simmons has also examined a research study. The study states that the creation of a positive work environment that prioritizes to take care of the employees could help flourish the business faster. He states that expecting the employees to go above and beyond when the management treats them terribly is quite unreasonable. Simmons goes on to discuss the five steps

“The servant-leader is servant first, it begins with a natural feeling that one wants to serve, to serve first, as opposed to, wanting power, influence, fame, or wealth.” This definition of a servant-leader comes directly from Robert K. Greenleaf, Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Reading deeper into this quote would allow one to discern that to become a great servant leader involves starting at the bottom and doing the work to help others before beginning to steer others in the correct direction. A servant leader must be empathetic and able to listen to those in need. Conceptualization, foresight, and awareness of surroundings must be shown in the person’s character.

This paper will review the practices of servant leadership it will examine the characteristics and core competencies and introduce a faith based narrative on the framework and importance of servant

As other orientated as opposed to the pioneer focused leadership approach, the power of the servant leadership approach is hence esteemed by the all-encompassing development of both the pioneers and devotees. The conviction to tend to others doesn't block the commitment on the segment of the servant pioneer to exercise impact. While servant pioneers look to change others to be more servant-like, there is a higher reason that both the pioneers and servants commonly try to accomplish. Servant pioneers attempt to incite others to achieve that higher use by a method for offer assistance. The benefit, along these lines, is a way to attempt to a good example perfect practices and values that are adjusted to this higher point. To cast it in an unexpected

The authors of the review state that they focused on providing an informed answer to how servant leadership works and how it could be applied in organisations. A systematic literature review was conducted with a final tally of 39 studies deemed appropriate for the exercise.

Listening. “The servant-leader seeks to identify the will of a group and helps clarify that will. He or she seeks to listen receptively to what is being said. Listening, coupled with regular periods of reflection, is essential to the growth of the servant-leader” (Spears, 2004). In addition, “employees understand a deaf ear equates to a closed mind. Servant leaders understand that listening gains knowledge. Listening is a wonderful benefit, it enables leaders to obtain information and find meaning in what is being said” (Spears, 2004).