Servant Leadership In The Global Perspective

Servant leadership also focuses more on the need of followers, empower followers, and help them to develop their full human capacity (Northouse, 2015). A leadership that have the mindset of serving others first before

In The Case for Servant Leadership, author Dr. Kent M. Keith proposes that servant leadership is the most beneficial wholesome for a leadership model. Keith presents that the power leadership model does more harm than good, lacks problem solving, fails to grasp opportunities, and does not have the intention to create a better world unlike the service leadership model.

Michelle’s life embodies the idea of a person who has the x-factor, she shows that leadership is something that is developed over time and learned through experiences. The x-factor is when individuals in a society spark creativity, it is a multi-discipline that borrows and synthesis existing intellectual resources to generate new ones and approach causation. (Burns, 2003). Michelle is a prime example of the ideals of the x-factor that crates a leader.

Servant leadership isn’t applied or adequate to only one type of culture or even one type of culture. Servant leadership can actually be applied to all walks of life and all parts of the world. For example, the culture of the Japanese and the religion of the Hindu people both embrace a sense of what we call servant leadership. All religions and cultures have their own unique way in which they apply servant leadership, either based on their beliefs, history, or lifestyles. The significance of servant leadership is demonstrated in different ways within each culture and religion even when some cultures are not aware that what they are implying is servant leadership. As religions and cultures change and expand through time the concept of servant leadership is adapted and applied in different ways.

The foundation of my personal leadership philosophy can be found in the principles of servant leadership as spelled out by Greenleaf (1970, 1977). Leadership is granted to individuals who are by nature servants. An individual emerges as a leader by first becoming a servant. Servant leaders attend to the needs of those they serve and help them become more informed, free, self-sufficient, and like servants themselves. Leaders and those they serve improve, enhance, and develop each other through their connection. A leader must also be conscious of inequalities and social injustices in the organizations they serve and work actively to resolve those issues. Servant leaders rely less on the use of official power and control, but focus on empowering those they

Over the past six years of my career as a project manager in an IT company, I have been working as a supervisor to manage a team of programmers and designers. Reflecting on this period of time which I have applied my leadership philosophy, I believe the leadership type, servant leadership, aptly describes my leadership style. I agree with what a servant leader stands for, and I aspire to become a better servant leader in the days ahead of me.

Servant leadership can be defined as the skill of empowering others towards a common goal through service to them (Hunter, 2014). The theory of servant leadership was initially written about by Greanleaf in the 1970s even though it has existed for hundreds of years (Parris and Peachey, 2012). Greanleaf believed that servant leadership was brought about by individuals reflecting on personal growth rather than providing a step by step manual on how to be a servant leader (Parris and Peachey, 2012). More recent researchers include in the definition of leadership various attributes such as altruistic calling, service, empowerment,

From the group Biblical Integration Paper, it was understood that servant-leadership is not only a gift of purpose that God places in the hearts of His people, but it is also a calling in one’s life to truly touch the lives of others in need. Living a successful life, as a servant-leader is not one that focuses on self-fulfillment, rather it is in seeking a fulfillment that comes from Christ when one pours him/herself out for the sake of others. It is through servant-leadership that one is able to bring hope into hopeless situations (Group Integration Paper,

The shared themes discussed in these articles aligned with my thesis – caring for the least able, service before leading. Liden, Wayne, Chenwei, and Meuser (2014) suggest a servant leader must guide followers to emulate the leader’s behaviors by prioritizing the needs of others above the leaders'needs. Liden et al. (2014) further attest that servant leaders cultivate servant leadership attributes among those they lead, creating a serving culture which influences performance and enhances followers’ traits and skills through mediating influence of personal identification. For leaders to operate under ethical leadership framework, the leader must possess character, competence, and commitment. The leader must also lead by example, thrive on the

The department, when servant leadership is implemented, has great possibility and visionary accomplished goals. Servant leadership in this department may decrease the voluntary turnover rate tremendously. The organization workload is demanding comparing to others organization with equal pay. As turnover is costing organization 150% more when placed in these situation, the cost of replacing an employee is damaging. A study on servant leadership on turnover intention indicated that servant leader led to the decrease in turnover that involves ethical level, person-organization fit, and organization commitment (Jaramillo, Grisaffe, Chonko, & Roberts, 2009). When servant leader demonstrate genuine compassion to the people they lead, the

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.).

When facing crucial conversations such as conflicts or negotiations, people tend to look to autocratic or commanding leaders; organizations seldom see servant leaders as the person for the job. Although servant leadership is finding its way into contemporary discussions of effective leadership styles, people still view it as the characterization of a “weak or meek” leader (Collins, 2001, Kindle location 531). The Gospels, however, reveal that Jesus, the epitome of servant leadership, competently addressed critical conversations throughout his ministry (Matthew 4:1-11, Mark 11:15-17, John 6:25-60, Matthew 16:21-23). While some may credit Jesus’s success to his divinity, this argument does not hold for those who followed his example of servant leadership. In contrast, Wilkes suggests the effectiveness of Jesus’s ministry was because of his servant leadership, rather than despite it.

Servant leadership is a leadership style that puts others first and begins with a natural desire to serve first. According to Robert K. Greenleaf (1970), servant leadership is a “philosophy and a set of practices” that improves the lives of people. The “servant-leader is servant first” (Greenleaf, Senge, Covey, Spears, 2002 & Center for Servant Leadership, n.d.) and selflessly serves others, while empowering them to lead with a purpose. Although, the term servant-leader was first proposed and coined by Robert K. Greenleaf in 1970, the concept of servant leadership can be traced all the way back to the life of Jesus. Servant leadership, according to Greenleaf, is a theoretical framework that considers a leader’s key role as being that of service

Empathy. “The servant-leader strives to understand and empathize with others. People need to be accepted and recognized for their special and unique spirits. One assumes the good intentions of coworkers and does not reject them as people, even if one finds it necessary to refuse to accept their behavior or performance” (Spears, 2004).

The Leadership Theory presented in this document is Servant Leadership. The article summarised herein is “A systematic literature review of servant leadership theory in organizational contexts” published in the Journal of Business Ethics, pages 113(3), 377-393, written by D.L. Parris and J.W. Peachey in 2012 but published in the 2013 Journal.