Leadership Through Serving Others
While the definitions of effective leadership continue to be debated, one approach to leadership that has gained significant currency in recent years is servant leadership, a leadership approach that maintains a leader's fundamental purpose is to serve others. To determine the facts, this paper reviews the relevant literature concerning servant leadership and its original proponent, obert K. Greenleaf. A discussion concerning the relationship between servant leadership and ethical leadership and the relationship between servant leadership and moral intelligence is followed by a description of a leader, Dr. Martin Luther King, Jr. who exemplified servant leadership and the reasons why this individual was a servant leader. Finally, an analysis concerning how servant leadership may affect a current organization if all leaders were to practice servant leadership as their dominant leadership style is followed by a summary of the research and important findings concerning servant leadership in the conclusion.

Discuss…...

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References

Brown, J. (2013, July 11). Benedictine University. Retrieved from   / blog/leadership/who-are-these-servant-leaders.http://online.ben.edu 

Dittmar, J. K. (2006, Fall). An interview with Larry Spears: President & CEO for the Greenleaf Center for Servant Leadership. Journal of Leadership & Organizational Studies, 13(1), 108-111.

Engelbrecht, A. & Heine, G. (2014, January 10. The influence of ethical leadership on trust and work engagement: An exploratory study. SA Journal of Industrial Psychology, 40(1), 1-4.

Greenleaf, R. K. (2015). The servant as leader. Westfield, IN: The Robert K. Greenleaf Center.

Furthermore, when groups began people naturally turned to the group leader for direction and advice. It would be accurate to state that most of the relating was to the group leader at that point. However, by exercising linking behavior, I was able to get the group members to look to each other for understanding and help. Initially, I had to point out when people were saying things that would indicate a connection between group members. However, once those connections were established, the group members moved rather rapidly towards directly relating with one another.

Another result of the group meetings is that the group members initially appeared very focused on the past. Small groups tend to do postmortems of old failures, archaeologizing (digging in the past for explanations of present behavior), and pathologizing (focusing more on problems than potentials). It was important for group members to discuss the past, but, what was…...

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Bibliography

Aarvik, Egil. 1984. Presentation speech of 1984 Nobel Prize for Peace. Stockholm: The Nobel Foundation. Online. Available from Internet,   accessed 11 March 2010.http://nobelprize.org/nobel_prizes/peace/laureates/1984/presentation-speech.html ,

Adair, John. 1984. The skills of leadership. New York: Nichols Pub. Co.

Anderson, Ray. 2007. Ten theses on Dietrich Bonhoeffer: theologian, Christina, martyr. Sydney: Blogspot. Online. Available from Internet,   accessed 13 March 2010.http://faith-theology.blogspot.com/2007/06/ten-theses-on-dietrich-bonhoeffer.html ,

Berne, Eric. 1904. Games people play. New York: Grove Press.

It is not a secret that leadership, overall, is changing. There are people who want to do more at their companies but they do not always have the opportunity to do so. Sometimes the opportunity may be there, but the people are too frightened to speak out. They fear that they will get in trouble because they suggest doing things differently, so they remain silent even if they have good ideas (Greenleaf, 1997). Greenleaf (1997), like ass and Avolio (1994) before him, works to show that people should speak up, and should be encouraged to do so, so that change can continue.
Leaders who encourage their followers to speak up and share ideas are generally more appreciated. They make their followers feel important, and show them they have value. That value is important, and it encourages a follower to do more, say more, and work harder. It allows for a…...

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Bibliography

Bass, B.M. & Avolio, B.J. (1994) Improving organizational effectiveness through transformational leadership. California: Sage Publications, Inc.

Greenleaf, R.K. (1997) Servant leadership: A journey into the nature of legitimate power and greatness. New Jersey: Paulist Press.

Shared Vision
Two issues that affect our hospital are staff shortage and high turnover resulting from poor job satisfaction. As more and more physicians leave primary care to enter into specialized care and the lack of Ns to fill that gap persists, we are left with a staff shortage, which is further exacerbated by turnover among nurses who find satisfaction the job to be non-existent. Our hospital's ability to provide optimal quality care to patients depends upon having enough staff to meet patients' demands and having a quality culture within the organization to ensure that burnout and overwork do not become symptomatic in the hospital.

The problem of primary care physicians moving into the specialized sector is not a new one and has been ongoing for many decades (O'Brien, 2003). While nurse practitioners have moved into the gap left by the exodus of primary care physicians, the gap is far from…...

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References

Cimiotti, J., Aiken, L., Sloane, D., Wu, E. (2012). Nurse staffing, burnout, and health

care -- associated infection. American Journal of Infection Control, 40(6): 486-490.

Dall'Ora, C., Griffiths, P., Ball, J. (2016). 12-hour shifts: burnout or job satisfaction?

Nursing Times, 112(12/13): 1-2.

servant leadership has existed for a long time. It means a leader's main part is to serve others, particularly employees. However, this kind of leadership remains lacking in the business world, even in churches. With a few rare exceptions, like CEO William Pollard, who cleaned his spill of coffee from the floor, most leaders in the business world expect their employees to serve them. This leads to a feeling of inferiority and constant tension and stress in the workplace. While servant leadership remains as a concept and a behavior seen in some, it still remains a rare occurrence in today's modern world (Blanchard & Hodges, 2002).
Servant-leadership has existed for thousands of years. Lao-Tzu in 5th century BC about the term. "The highest type of ruler is one of whose existence the people are barely aware ... The Sage is self-effacing and scanty of words. When his task is accomplished…...

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References

Biddle, C. (2016). Individualism vs. Collectivism: Our Future, Our Choice - The Objective Standard. The Objective Standard. Retrieved 25 May 2016, from  https://www.theobjectivestandard.com/issues/2012-spring/individualism-collectivism/ 

Blanchard, K. & Hodges, P. (2002). The servant leader. Nashville, Tenn.: J. Countryman.

Heskett, J. (2013). Why Isn't Servant Leadership More Prevalent? Forbes.com. Retrieved 25 May 2016, from  http://www.forbes.com/sites/hbsworkingknowledge/2013/05/01/why-isnt-servant-leadership-more-prevalent/#33bcd9ad4c36

Personally speaking, the format of situational leadership seems far more important in the context of understanding the overall consumer trends and market trends while servant leadership is more important in applying a holistic approach to giving the community what they need and want to improve the quality of life. Perhaps the best approach for management in the 21st century would be to combine the two in a balanced way so that companies know exactly what their markets want and the give it to them.

eferences

Hall, T. M (2007). Becoming Authentic: The Search for Wholeness and Calling as a Servant Leader. Cloverdale Books

Hersey, P. And Blanchard, K.H. (1969a). Management of Organizational Behavior -- Utilizing Human esources. New Jersey/Prentice Hall.

Hersey, P. And Blanchard, K.H. (1969b). Life cycle theory of leadership. Training and Development Journal, 23 (5), 26 -- 34.

Hersey, P. And Blanchard, K.H. (1977). Management of Organizational Behavior 3rd Edition -- Utilizing Human…...

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References

Hall, T. M (2007). Becoming Authentic: The Search for Wholeness and Calling as a Servant Leader. Cloverdale Books

Hersey, P. And Blanchard, K.H. (1969a). Management of Organizational Behavior -- Utilizing Human Resources. New Jersey/Prentice Hall.

Hersey, P. And Blanchard, K.H. (1969b). Life cycle theory of leadership. Training and Development Journal, 23 (5), 26 -- 34.

Hersey, P. And Blanchard, K.H. (1977). Management of Organizational Behavior 3rd Edition -- Utilizing Human Resources. New Jersey/Prentice Hall.

Leadership philosophy denotes the values, beliefs, and principles that define or influence how a leader leads their followers. There are many different leadership philosophies, but one philosophy that particularly resonates with the author’s leadership philosophy is servant leadership. Servant leadership is about serving others and prioritising the needs of others. As demonstrated in this paper, servant leadership is a leadership philosophy that is applicable at the workplace as well as in one’s personal life. Servant leadership is crucial for building strong relationships, trust, respect, and collaboration between the leader and their followers. In spite of some shortcomings, servant leadership – if effectively applied – can result in more fulfilling workplaces and personal lives. Introduction
Whereas there is no universally agreed definition, leadership essentially means the process of influencing a group of people to accomplish a shared goal or objective (Northouse, 2013). A leader offers guidance, direction, and motivation. Different leaders use different…...

unning Head: SEVANT LEADESHIP 30SEVANT LEADESHIPServant LeadershipAbstractOver 100 research articles on servant leadership have been published in the past half a decade. However, lack of clarity and coherence on the subject matter has resulted in the development of its theory. This detailed, integrative research paper offers a conceptual clarity of servant leadership through critical leadership techniques and provides a completely new servant leadership definition. The paper evaluates servant leadership measures based on their validation and scale construction rigor. It also maps servant leaderships nomological and theoretical network based on outcomes, antecedents, mediators, and moderators. Finally, the research paper also presents study limitations, implications, and suggestions for future research. The paper generally gives a holistic picture of servant leadership and the direction for future research.IntroductionEvolutionary leadership biology indicates that humans evolve, evolution occurring over a long period, and most needs of the hunter-gather within people remain unfulfilled. Leaders in hunter-gather tribes…...

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ReferencesAkbari, M., Kashani, S. H., Nikookar, H., & Ghaemi, J. (2014). Servant leadership and organizational identity: The mediating role of job involvement. International journal of organizational leadership, 3, 41-55.Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The leadership quarterly, 16(3), 315-338.Babakus, E., Yavas, U., & Ashill, N. J. (2010). Service worker burnout and turnover intentions: Roles of person-job fit, servant leadership, and customer orientation. Services Marketing Quarterly, 32(1), 17-31.Barbuto Jr, J. E., Gottfredson, R. K., & Searle, T. P. (2014). An examination of emotional intelligence as an antecedent of servant leadership. Journal of Leadership & Organizational Studies, 21(3), 315-323.Barnes, C. M., Lucianetti, L., Bhave, D. P., & Christian, M. S. (2015). “You wouldn’t like me when I’m sleepy”: Leaders’ sleep, daily abusive supervision, and work unit engagement. Academy of Management Journal, 58(5), 1419-1437.Butler Jr, J. K. (1991). Toward understanding and measuring conditions of trust: Evolution of a condition of trust inventory. Journal of Management, 17(3), 643-663.Creswell, J. W., & Clark, V. L. P. (2017). Designing and conducting mixed methods research. Sage publications.Ehrhart, M. G. (1998). Servant-leadership: An overview and directions for future research. Working Paper University of Maryland.Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71(3), 500.Gagné, M., & Deci, E. L. (2005). Self?determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.Graham, J. W. (1991). Servant-leadership in organizations: Inspirational and moral. The leadership quarterly, 2(2), 105-119.Greenleaf, R. K. (1977). Servant Leadership (PaulistPress, New York).Greenleaf, R. K. (2009). 1 8 Servant-leadership, key to follower well-being. Power and Interdependence in Organizations, 319.

Leadership, Innovation, and EngineeringIntroductionThe engineering field requires that one possess technical expertise and leadership skills in order to succeed. This paper looks at the utility of various leadership theories and styles in the context of engineering leadership and innovation management. In particular, it discusses Transformational Leadership, Servant Leadership, and Agile Leadership, and in so doing it argues that these theories are particularly suited for engineering leaders who are tasked with driving innovation and leading high-performing teams.Transformational LeadershipTransformational Leadership focuses on inspiring and motivating team members through buy-in, communicating vision, and leading by example. The goal of transformational leaders is to get a team to exceed its own limitations and contribute to the greater good of the organization (Bass & iggio, 2006). These types of leaders usually possess high levels of influence, the ability to be inspirationally motivating, the ability to be intellectually stimulating, and a sense of how to show…...

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ReferencesBass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.Cohen, D., Lindvall, M., & Costa, P. (2004). An introduction to agile methods. Advances in Computers, 62, 1-66.Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.Siebelink, S., Voordijk, H., Endedijk, M., & Adriaanse, A. (2021). Understanding barriers to BIM implementation: Their impact across organizational levels in relation to BIM maturity. Frontiers of Engineering Management, 8, 236-257.

Management and Leadership
Job Position Analysis

Management Position: Practice Manager

Mount Sinai Health System's is currently seeking a practice manager for a non-clinical staff position in one of their locations (Mount Sinai, N.d.). The job description uses the terms management and leadership almost interchangeably, however it also

"Our leadership team is driven to provide exceptional service by cultivating a workforce that is dedicated to upholding Mount Sinai's mission of delivering innovative, breakthrough medicine with compassion and integrity."

Although the position is for a practice manager, the job description notates several leadership requirements for the position. Despite many people conflating the terms, leadership is discipline that stands on its own and is complex in nature; there have been no less than six to eight major approaches that have emerged within academia and countless more from outside that have produced (Turner & Muller, 2005) (Kilburg & Donohue, 2011).

Mount Sinai Health requires that management maintains the highly-motivated employees…...

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Works Cited

Judge, J., & Bono, J. (2000). Five factor model of personality and transformational leadership. Journal of Applied Psychology, 751-765.

Kilburg, R., & Donohue, M. (2011). Toward a "Grand Unifying Theory" of Leadership. Consulting Psychology Journal, 6-25.

Mount Sinai. (N.d.). Practice Manager. Retrieved from Mount Sinai: https://careers.mountsinai.org/find-your-place/jobs/practice-manager-new-york-ny-3?src=JB-10100

Turner, R., & Muller, R. (2005). THE PROJECT MANAGER'S LEADERSHIP STYLE AS A SUCCESS FACTOR ON PROJECTS: A LITERATURE REVIEW. Project Management Journal, 49-61.

Leader's Self-Insight 1.1: Your Learning Style: Using Multiple Intelligences
I scored evenly on all of the types of intelligence measured by this self-assessment: logical-mathematical, verbal-linguistic, interpersonal, intrapersonal, and musical. This indicates that I am a well-rounded person with the ability to work in multiple environments on different tasks.

Leader's Self-Insight 1.2: Your Leadership Potential

I scored slightly more (7) on the even-numbered indicators than on the odd ones (6), indicating I have leadership capabilities such as "vision and change." However, the scores were about even.

Leader's Self-Insight 1.3: Are You on a Fast Track to Nowhere?

On people skills, I scored 3 out of the 4 qualities. I believe I have solid interpersonal skills. On working with authority, I scored 2. I believe I need to work more on my assertiveness and courage when dealing with persons in positions of authority because I remain afraid to speak up and express my opinion when it differs…...

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Reference

Daft, R.L. The Leadership Experience.

Opportunities Faced by Leaders, Society and Organizations
Problems and opportunities facing leaders, communities and organization are always a cause of debate in the society. They can arise in many different ways and exist in many forms and society finds it's our way of meeting these challenges and responding to such opportunities. The articles chosen for this paper focus primarily on the issue of rising tuition costs and it's impact on college enrollment and this topic is chosen because it affects leaders, communities and organizations alike.

The first article in this connection is written by Donald Heller. The article explains how rising costs impact enrollment in colleges and universities. The author found that all things being equal, rising tuition costs will lead to lower enrollment. A decline in enrollment is however a subjective issue dependent on some other factors including type of institution. For example it has been found the community college…...

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References

Heller, Donald. The effects of tuition prices and financial

Aid on enrollment in higher education Accessed online

Dickson L, Pender. In-State Tuition Benefits Affect the Enrollment of Non-Citizens?

Evidence from Universities in Texas. Accessed online

There are many theories of leadership which can help make a transition smoother. Contingency theory and situational theory are two such theories which states that no one leadership style can suit all situations but there is some difference between these two theories. Leaders need to understand that they will not be facing the same kind of situations each day and hence they must be willing to adopt a flexible style that can be altered according to the situation at hand. This is quite similar to situational theory of leadership with one major difference. Contingency theory maintains that some times a leader who appears very effective and successful in one situation may not find himself all that effective in a different situation simply because leadership is contingent upon some factors. Situational leadership on the other hand states that leaders can adopt certain behavior and traits for variety of situations and alter…...

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REFERENCES

Ken Blanchard, Patricia Zigarmi, and Drea Zigarmi Leadership and the One Minute Manager: Increasing Effectiveness Through Situational Leadership (1999)

Outline I. Introduction with thesis statement: Servant leaders and their followers are two sides of the same coin, as both followership and servant leadership require a dedication to shared values and goals.
II. Topic 1 sentence: Unlike the concept of followership, servant leadership is ultimately about making strong decisions with vision and foresight.
Subtopic 1: Within the framework of servant leadership, followers offer input and feedback but are not responsible for making important decisions.
Subtopic 2: Servant leaders are entrusted with the power of foresight, but do rely on followers for ideas and alternative points of view.
Subtopic 3: While some followers may have valuable insight, followership does not require the cultivation of a cohesive vision.
III. Topic 2 sentence: Both servant leadership and followership require strength of character, selflessness, and collaboration to achieve mutual goals.
Subtopic 1: A servant leader must have strong character, whereas followership is more about learning how to develop character to earn…...

Introduction Servant leadership is a theory that was proposed by Robert Greenleaf. In this particular leadership model, the leader serves others with no thought for his or her own self-interest. In other words, the fundamental motivation of the leader in this leadership model is to serve first. The different characteristics that portray servant leadership include encouraging participation, improving the self-worth of others, valuing other individuals, facilitating the release of others’ creativity, inspiring commitment and loyalty and sharing power (Spears, 2010). In accordance to Northouse (2018), 10 characteristics that are pivotal to the development and advancement of servant leadership comprise of listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people and building community. The main purpose of this paper is to portray the different characteristics that make President Thomas Jefferson a servant leader.
President Thomas Jefferson Profile
Thomas Jefferson was the third President of the United States of America,…...

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There are several different types of army leadership styles that can produce the desired results among the armed forces.  Leadership in the army differs a little from leadership in other scenarios because some type of followership is built into the armed forces. The main leadership styles that you are likely to encounter in the army are transactional, transformational, servant, and autocratic. 

Transactional leadership is the type of leadership one most often encounters in the military.  It is based in structure and relies strongly on both rewards and penalties.  Rather than collaborating with subordinates, the transactional leader....

Servant leadership is one of the most highly touted theories of leadership in the last several decades.  It advocates that true leaders serve first.  While it is a secular leadership idea, it is often used in the context of religious leadership and religious leaders, with Jesus being sighted as the best example of a servant leader.  However, while this leadership paradigm is popular, servant leadership has some significant weaknesses that need to be acknowledged and addressed.  When they are, it becomes clear that servant leadership is not an appropriate model in all scenarios. 

One of the....

A surprising number of factors contribute to church leadership.  While many people think that either knowledge of religion or adherence to religious principles are the two most important characteristics in a church leader, they are often secondary to actual leadership characteristics.  Servant leadership has served as a model for the ideal Christian leader, both in and out of the church, but on its own is not enough to be an effective leader for the church.  Leaders have to incorporate some other management principles to be truly effective. 

Church Leadership Essay Topics and Essay....