Seven Servant Leader Behavior Analysis

Saturday, October 2, 2021 2:20:46 AM

Seven Servant Leader Behavior Analysis

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Servant Leadership

But, I found that some people consider these virtues as weakness and try to overpower the leaders. Some people respond only the Authoritative approach. Peterson, a pleasant surprise. I hope I represented you well. The essence of leading does seem to be serving. Although it does also seem counterintuitive, doesn't it? Thank you abundant life for your encouraging feedback. I appreciate it greatly. Servanthood is an essential trait in today's leader. You are SOOO right!!!! Service to others is what makes the solid foundation of a true leader. I hope to read more from you soon! LillyGrillzit, thank you again for your super encouragement. I do hope these articles on leadership will be useful for many. This is a wonderful charter for desired leadership.

Jason Thank you for the encouraging comment. Love and humility are important characteristics for leaders aren't they? John Maxwell often raises the quote: "Others will not want to know how much you know until they know how much you care. Personal Finance. Welcome to HubPages. Related Articles. By Char Milbrett. By Noel Penaflor. The ability to foresee is not a god-gifted talent but rather a skill that is acquired through experience, learning and analysis of past trends. Stewardship refers to accountability.

It is the ability to take responsibility for the actions, behaviors and performances of your team. Good servant leaders are those whose main focus is the people, and this makes the leader fully committed to their growth and development. To develop people, it is important to analyze their needs and then cater to them accordingly. The leader should be able to walk with and among the people, so that the leader can help them by serving and building a community.

Greenleaf believed that servant leadership was more of a lifestyle than a technique that could be implemented in one go. Even though the concept was introduced a long time ago, it is still a relatively new concept that needs work. In fact, it was only in that the concept started to be studied formally in a proper and empirical way. Ethics have become an important concern in the business environment.

Various research is being done on servant leadership, and the leaders who implement this style of leadership should make sure it is done honestly and ethically. A wide range of different scales have been created to measure the magnitude of servant leadership and ethics in various organizations. These scales were created because although servant leadership may have numerous positive aspects, its downside is that if the leader does not behave ethically, then practicing servant leadership for the benefit of the organization is pointless and a farfetched idea.

A leader who behaves unethically is likely to decrease followers' motivation, and this can hamper business growth and development. Brian Tait works with leaders to create leadership awareness and unlock limitless potential. Read Brian Tait's full executive profile here. This is a BETA experience. You may opt-out by clicking here. More From Forbes. Robert C. Note: One of the most exciting aspects of the servant leadership movement today is the new research on servant leadership that is being conducted by scholars.

Bob Liden, professor of management at the University of Illinois at Chicago, is a leading scholar in servant leadership research. Using a short measure of servant leadership that he developed in his study, Ehrhart found that servant leadership explained variance in team organizational citizenship behaviors i. His research demonstrated that servant leader behaviors were related to organizational justice fairness in decisions made regarding employees , which in turn led employees to reciprocate by engaging in organizational citizenship behaviors OCBs.

Interestingly, within a hospital setting, Neubert and colleagues found that servant leadership of nurse managers was positively related to patient satisfaction through nurse job satisfaction. They identified seven key dimensions of servant leadership: behaving ethically, emotional healing, putting subordinates first, helping subordinates grow and succeed, empowering, creating value for the community, and conceptual skills. With their newly created measure of servant leadership, these researchers found servant leadership to explain variability in employee commitment to the organization, job performance, and community citizenship behavior, even when statistically controlling the influence of transformational leadership and leader-member exchange or LMX, which captures the quality of relationships between leader and follower.

Two studies in which servant leadership dimensions were studying independently include Liden and colleagues and Sousa and Van Dierendonck For example, it was reported in the latter study that follower engagement is maximized when the servant leader exhibits humility and at the same time actively empowers followers. Schaubroeck and his colleagues, using the Liden et al. When employees feel psychologically safe, they are willing to take risks associated with being creative, are willing to challenge the status quo which leads to better decision making , and are motivated to perform well as a way of reciprocating for fair treatment by the leader.

A noteworthy finding of the Hu and Liden investigation is that servant leadership was shown to positively influence the relationship between goal clarity and team potency. Not only did the findings show that goal clarity was more positively related to team potency the more servant leadership was present, it was also discovered that teams that did not have a servant leader had lower potency and lower subsequent performance the clearer their goals! Evidently, without the support of a servant leader, team members found it frustrating to completely understand the goal, but not receive the leader support needed to successfully meet the goal. Furthermore, scholars have found that servant leadership can contribute to a service climate of the team, which benefits team performance.

The study also identified two critical personality traits as the predictors for servant leadership, such that leaders who are more agreeable or less extravert exhibit more servant leadership behaviors. Specifically, these researchers found that company performance, as measured by return on assets, was higher in companies led by CEOs who engaged in servant leadership. Interestingly, CEOs who had founded the company and those who scored lower on the personality characteristic, narcissism, were found to be significantly more likely to engage in servant leadership.

Servant leaders gain team member trust and build long term relationships by showing genuine concern for all team members Liden et al. Third, servant leaders cultivate personal integrity among team members to create a spiritual climate within the team Liden et al. Although available research on servant leadership has been highly supportive, much additional work is needed to better understand the antecedents and consequences of servant leadership, as well as contextual variables that may influence the way in which servant leadership relates to individual, team, and organizational outcomes Liden, Panaccio et al. Additional research is needed to explore servant leadership across a wider range of cultures, as the majority of available research studies have relied on samples taken from the U.

Ehrhart, ; Hunter et al. Although research to this date has shown highly consistent results supporting the efficacy of servant leadership across national cultures, to enhance generalizability, research on servant leadership is needed in other parts of the world, including Mexico, South America, and other parts of Asia besides China, such as India, Indonesia, and Malaysia. Chen, Z. How does a servant leader fuel the service fire? A multilevel model of servant leadership, individual self-identity, group competition climate, and customer service performance.

Journal of Applied Psychology , 2 , Chiniara, M. Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. Leadership Quarterly , 27 1 , Ehrhart, M. Leadership and procedural justice climate as antecedents of unit-level organizational citizenship behavior. Personnel Psychology , 57 , Graham, J. Servant leadership in organizations: Inspirational and moral.

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