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Table of content
1. Abstract 2 2. Introduction .3 2.1. Evolution of servant leadership ....3 2.2. Servant leadership define ..4 2.3. Attributes of servant leadership.5 2.3.1. Listening .4 2.3.2. Empathy ..4 2.3.3. Healing ....4 2.3.4. Awareness ..5 2.3.5. Persuasion .....5 2.3.6. Conceptualization ..5 2.3.7. Foresight: ....5 2.3.8. Stewardship ...6 2.3.9. Commitment to the growth of people ....6 2.3.10. Building community .6 2.4. Servant leadership & transformational leadership ....7 2.5. Servant Leadership and Job Satisfaction...7 2.6. .Servant leadership model..8 2.7. .Servant leadership in organization..11 2.8. .Conclusion ..13 2.9. References ...14

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ABSTRACT
This research defines that Servant leadership is a developing idea in the range of leadership theories. It is a leadership method that give intention to satisfy the needs of the person who works as a employee so that it improves job satisfaction and motivate them to give focus to their work and provide their honesty due to its improves on portion, vision, values, teamwork and empowerment. The most important thing is to comprehend the value of servant Leadership style and the attributes that showed servant leaders. The aim of this study linked the opinions of servant leadership of workers on changed places in the firms. The aim of this research also drives on to examine if servant leadership compares by wanted leadership effects for instance job satisfaction by accompanying a examination of previous researches, doing a survey, investigation of figures and contribution references to managers, leaders with too firms needing to knowing Leadership of servant.

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Introduction Evolution of servant leadership / origin


The word servant-leadership was first introduced in 1970 by Robert. Greenleaf, allowed the Servant to be the Leader. Robert Greenleaf was born, Indiana, and had done job in the ground of management study, development, and education at AT&T. Green leaf has much experience of working in large organization and there the idea of servant as a leader came to his mind. Though, the incident which formed thinking of Greenleaf aroused in 1960, once he seen novel named Journey to the East by Hermann Hesse which was an interpretation of a legendary trip of collection of persons on a transcendent search. By having that story in mind, Greenleaf reached at point that servant leaders are those leaders who serve first and then lead, who set their desires, Motivation and attention above their own. Servant leaders give information to their followers to grow, improved, more independent and more likely themselves to turn out to be servants. The very first article was published In 1970 by Green lea named servant as leader when he was 66,that was start of series thesis and books about servant leadership. On the decade his billions books was sold gradually and positively. Servant leadership books by Greenleaf produced a profound, permanent impact on front runners, teachers, and those who are anxious with problem of leadership.

Servant leadership
(Greenleaf) The leader who serves first that is a leader being servant. he wrote in his book named The Servant as Leader , this starts by the normal sentiment that someone need to serve, but first. Before their awareness makes their mind strong and inspires them to lead. The deference shows that the savant leader priority is that they have to serve to needy. One of the better point is to accomplish those helped cultivate as individuals; Motivate added independent, likely their selves to develop servants. Green leaf said that the servant-leader is servant first It begins with the natural emotion that one wants to serve. It is understood that servant leadership can not apply quickly but it is also not mean that it cannot be applied. Servant leadership is a transformational approach for long term in life of a person and work or job of a person. Servant leadership teaches that how to create positive feedback in society. Servant leader is a leader that who serves, or does services, willingly, happily.

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(Greenleaf, 1977; Pollard, 1996; Wilkes, 1996) servant leadership takes place when leaders estimate the situation of the servant in their relationship with their follow employees. Servant leadership cannot be motivated by taking self interest somewhat it should rise to gain level of motivation that give attention to others need. (Nair1994)In place of extended as authority controls our philosophy about leadership , we cannot move in the direction of a advanced standard of leadership we must place service at the primary for even through authority will continuously related with leadership it has only one legitimate use : service.

Attributes of servant leadership


Servant leadership states actuality of control daily of lifecycle, the moral limitations on that along with helpful consequences those could be achieved over suitable usage of control. After few years focusing carefully Greenleafs innovative literatures, have pull out a cluster having 10 attributes about leadership of servant which have viewed like presence of serious reputation. Servant leadership have the following attributed:

Listening:
Leaders are mostly known by their decision making skills and communication skills. Whereas these skills are also important for servant leader, they need to be protected by a deep promise to listening carefully to others. The servant-leader pursues to classify the motivation of a team and supports to explain that motivation. Every one pursues to listen openly that what is said and what is not said. Moreover listening includes receiving in touch with ones individual inside opinion and pursuing to realize what ones inner self, and attention are interactive. Listening, attached with systematic times of reflection, it is important to the development of the servant leader.

Empathy:
The servant leader go all-out to understand and empathize with others. Individuals want to acknowledged and accepted for their superior and unique spirits. One assumes the good intentions of colleagues and does not discard them as individuals, even while rejecting to accept their performance or act. The most popular servant leaders are those who have turn into skilled empathetic listeners.

Healing:
The servant leader have to Learn that how to cure. healing is a influential power for conversion and addition. There is the strong point of leadership of servant is the possible for curing anybodys nature and elses. Lots of persons have destroyed feelings and have agonized by a variability about expressive damages. While its a portion of be social, those leaders identify they possess a chance for aid variety entire
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persons having those they arise in touching base. Greenleaf inscribes in Servant as leader: that here exists a bit, understated connected toward someone being serving and ran if, implied inside the compressed among servant leader and controlled onescan be understood that can sort out for the accomplishment could be something they stake.

Awareness:

Servant leaders strengthen over all awareness, particularly self-awareness. Creating a promise to stand-in awareness can be frighteningyou not ever know what you may find out. Awareness also supports one in accepting problems relating moral code and standards. It enables to understand scenario even when they are complex.All-inclusive place. As per Greenleaf experiential: Consciousness isnt supporter of comfort this is fairly the conflicting. this is a interrupter and an arouser. Talented leaders are generally suddenly wakeful with practically troubled. They arent pursuers afterward support. These got their individual internal tranquility.

Persuasion:
Other attribute servant leaders have is most important confidence upon urging, without using their authoritative post while taking any decision inside an organization. Servant leader try for find ways to persuade all, somewhat force obedience. That specific component deals the strongest differences among the customary controlling concept along with of servant.

Conceptualization:
Servant-leaders seek towards support their abilities to dream countless dreams. The ability to look at a issues from a hypothesizing perception means that one must think beyond day-to-day realities. For many managers this is a characteristic that requires discipline and practice. The customary manager is attentive on the need to achieve short-term operational goals. The manager who wishes to also be a servant-leader must bounce his or her thinking to include wide-ranging based conceptual thinking. Within organizations, conceptualization is also the proper role of boards of trustees or directors. Unfortunately, boards can sometimes become involved in the day-today operations (something that should always be discouraged!) and be unsuccessful to provide the unrealistic concept for an organization.

Foresight:
Foresight is mostly concern with the conceptualization. the capability to predict expected result of the condition is tough for expression, although simple for recognizing. Anyone sees this if anyone one realizes it. Foresight is the attribute that allow the leader of servant to have the idea about situation held earlier, and then express the prevailing time with having idea of future. This be too intensely ditched with instinctive attention. like, one can assumption which forethought to be servant leader attribute innate. Altogether attribute could deliberately established.

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Stewardship:
(Peter Block) the author of the stewardship defines stewardship as allotment somewhat into faith aimed at anyone else. Idea of Greenleaf, every organization has one in which chief executive, employees, and executors every played important role in holding their organizations in trust for the better respectable of society. Servant-leadership, similar stewardship, take responsibility first and leading a promise to serving the requirements of others. That one more over highlights the use of honesty and encouragement rather than control.

Commitment to the growth of people:


Servant-leaders have confidence that people have a basic value away from their tangible assistances as employees. Such as, the servant-leader is totally committed to the development of respectively and all individual contained by his or her organization. The servant-leader identifies the wonderful duty to do entirety within his or her authority to encourage the individual, qualified, and spiritual development of workers. In repetition, this can contain actual activities such as creating accessible resources for individual and qualified growth, taking a individual attention in the thoughts and recommendations from everybody, cheering employee participation in judgment creation, and actively supporting laid-off workers to find further occupation.

Building community:
The servant-leader intelligences that much has been missing in fresh social past as a consequence of the move from native societies to huge organizations as the most important shaper of social lives. This consciousness origins the servant-leader to pursue to recognize some means for building public among those who work within a given organization. Servant leadership advises that true society can be produced among those who are self-employed and who are job persons.

(Greenleaf) All that is compulsory to reconstruct society as a feasible life form for large numbers of people is for enough servant leaders to show the way, not by form activities, but by each servant leader representative his own unlimited liability for a quite specific community-related group. These ten characteristics of servant-leadership are by no means exhaustive. However, I believe that the ones listed serve to communicate the power and promise that this concept offers to those who are open to its invitation and challenge.

Servant leadership and transformational leadership


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The research on Servant Leadership would be imperfect without comparing that to the highest notice able matter in the present studies and theories of leadership, and Transformational leadership. Though servant leadership is telling about needs and wants of followers, in transformational leadership, charismatic leader is highlighted. Leaders like Hitler and Napoleons were reflected as transformational leaders. They were unlike from servant leaders cause of that their goal did not pursue the improvement of the followers, but somewhat their individual accomplish meant by power abuse. Thus, transformational leadership has a possible immoral and unsocial aspect to it that could be broken by an dishonest leader. This is the peak harmful issue with the Transformational leadership idea, it could be so successfully used for unethical ends and could disregard or lower the influences of followers for promotion their own sakes (Whetstone 2002). Though, principles and ethical values looks like the foundation for Servant Leadership. In opinion of Bass (2000), servant leadership is near to the transformational mechanisms of encouragement and individualized attention. Though, the emphasis of servant leadership is to help the followers and peep in their wants. That motivation to aid people supersedes goal of organization. Servant leadership is a concept which take objectives of organization as secondary and would be attained in the long time by first aiming on the wants of the followers.

Servant Leadership and Job Satisfaction


Job satisfaction of employees is well-defined as an behavioral concept expressing someones assessment of his or her work (Ilies & Judge 2004). Attitudes like job satisfaction are shaped from both emotional conditions and views about the work and the firm. Locke (1976) well-defined satisfaction of job equally a delightful or positive emotional condition causing from the assessment of ones work and job exposures. Study has proved that several aspects effects levels of job satisfaction employee. (Thompson2002) indicated, Job factors for example accomplishment, acknowledgment, authority, possibility of development, and remuneration have a connection with job satisfaction. The method leaders narrate to followers in an firm have implications upon job satisfaction. Important attention has been emphasized on researches of the behavior of leader and job satisfaction, but the outcomes have been mixed up.( Fleishman & Harris 1962, Stogdill 1963; Skinner1969; House et al. 1971; Osborn &Hunt 1975) described a positive connection among behavior of leadership and job satisfaction. two correlations found by Holdnak et al. (1993): a positive relationship among behavior of consideration and satisfaction and an negative relationship between starting structure and satisfaction of job. Pool (1997) latelyendorsedthe Holdnak et al. (1993) conclusions and supplementary added motivation of workers as the most influential forecaster of job satisfaction. Many more such as Greene (1975), Hampton et al. (1986) found no any relationship among the variables.

Servant leadership model

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( Robert Greenleaf 1977) the model of servant leadership give the impression specially well-matched to provided that organizations with the authorization and participating job attributes that are connected to both workers and purchaser fulfillment as well-known above. (Greenleaf 1977) shapes that the attention of servant leadership for others not only for self and on thoughtful the part of the leader as servant. (Russell and Stone 2002) handle the situation of servant to someones colleague, employees and wish to complete the wants of everyone. (Page and Wong 2000) explain that servant leadership is equal to serving others by doing job or work to gain their improvement and well-being in command to meet goals for the mutual good. One more explanation here is that obvious in the servant leadership writings defines that servant leadership is like a distancing oneself from using power, inspiration and place to serve own self, and in its place gravitating to a position where these instruments are used to empower, enable and inspire those who are contained by ones round of inspiration (Rude, 2003 in Nwogu, 2004, p.2). it a trust of servant leadership on followers to work in the greatest welfares for the society and give attention on those supporters rather than corporation aim. According to (Stone, Russell & Patterson, 2004) it is proposed by our self that the development of service firms and established connections among job person wants and inspiration, needs and wants of customers and corporation financial act, done the reading of servant leadership specially on time. (Laub 1999; Parolini 2005), that corporations that invent the strong, servant thought values will exploit the expertise of individually their workers and leadership. Servant leaders are powerful in unconventional way that permits more autonomy for groups to work out their self-abilities According to (Russell & Stone, 2002), stable with the abilities in the worker selfactualization model. One blame of servant leadership has been its shortage of care from published, well-made, experiential study. (Northouse, 1997, p.245) show confidence that our examples are mostly anecdotal in nature. (Northouse, 1997, p. 245). So, approval of the concept have not be situated tough sufficient to create extensive reception. (Russell & Stone, 2002). This conflict is existence the addressed from side to side improved experimental leading of servant leadership.

Developing a practical models to show the review of servant leadership (Robert F. Russell and A. Gergory Stone)
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MODEL FIRST

Independent variable

Dependent variable

VALUES

SERVANT LEADERSHIP

Moderating variable

ENCOURAGMENT

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MODEL SECOND

INDEPENDENT VARIABLE

DEPENDENT VARIABLE

VALUES

ORGANIZATIONA L PERFORMANCE

SERVANT LEADERSHIP

MODERATING VARIABLE

ENCOURAGMENT

ORGANIZATIONAL CULTURE

WORK BEHAVIOUR

Servant leadership in organization :


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According to (Robert F. Russell and A. Gergory Stone) servant leadership is a concept that theoretically make different to societies and corporations. Douglas &Fredendall, 2004; Gupta, et al., 2005; Moreno, Morales, & Montes, 2005; Politis, 2003, highlighting that the Servant leadership specially defines as a details component of service organizations achievement due to significance of collaboration, wisdom, and consumer dealings in this surroundings. (Gupta et al. 2005) highlight that the extra spirited nature of the service organizations require extra attention and time to be loyal to management actions. To sustain a spirited frame, organizations have to be capable to adjust and make different towards get better method. Servant leadership is a way of achieving these concepts clearly (Chien, 2004). In opinion of (Keith 2009), there organizations are always able to serve their customers which involve conference their requirements. To meet the requirements of customers organizational managers / leaders have to recognize and gather the requirements of their workers; if not, they will never gain interest to focus the customers needs. Leadership approaches as well as qualities that have to be careful essential to achievement in unsteady surroundings contain organism participative (Politis, 2003), loyal to workers (Senge, Roberts, Ross, Smith, & Kleiner, 1994), as well as transformational (Moreno, et al., 2005; Senge et al., 1994). with the transactional & transformational leadership form. (Avolio, Bass, & Jung, 1999) they took the groung rule of , Jabnoun and Al-Ghasyah (2005) effort to additional classify leadership approach connected to ISO 9000. They create throughout issue examination that four to five magnitude considered be connected to the achievement of ISO 9000 execution. Those issue are as follow: intellectual stimulation, charisma, contingent reward, and active managementbyexception. The fifth aspect is empowerment that be further detailed by Jabnoun and Al-Ghasyah (2005) for the reason that it is well thought out single input uniqueness of excellence leadership (Feigenbaum, 1996;Hartline & Ferrell, 1996). Culture of empowerment are created by leaders for employees through provided that leadership and guidance (Spencer, 1994) and also enough capital and power to be capable to convince outsides consumers (Watson & Johnson, 1994) that are the way of success in organizational industry. The empowerment associated substance deliberate in (Jabnoun and Al-Ghasyahs ; 2005) definition are as follows: 1. Provide that much training through employees of organization achieve goals easily. 2. Provide that much resource through employees of organization achieve objectives. 3. Support to employees professional growth. 4. Giving knowledge to employees about organization. 5. Give the power to employees. 6. Giving facility to employees. 7. Giving employees guarantee of good environment. 8. What organization expect from employees define them clearly.
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Employees performance has also be found to be confidently connected to companys success. (Douglas and Fredendall 2004) discovered important association between employee performance and fiscal achievement and consumer fulfillment. (Anderson, Rungtusanatham, Schroeder, and Devaraj 1995; Douglas and Fredendall 2004) also discovered important association among employee performance and consumer fulfillment. (Chien 2004) highlighted that the workers of organization fulfillment is communicate to performance inspiration, is regularly connected with job attributes. These attributes contain decision-making, area for self-sufficient achievement, ownership, contribution, and leadership performance.

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Recommendations Conclusion
For summarizing the significance of servant leadership in firms that are highly complicated and widespread, this would not be wrong if said that servant leadership makes people able and encourage them to work(Irving 2004).It also should be focused and implemented in todays organizations because it authorize and make people responsible. As Walz (2001) defined, We live in a world crying out for leadership that is not concerned with self-aggrandizement but with selfless sacrifice to witness dreams and visions fulfilled in the lives of those being led. That creates a most important focus of study. Because of very less number of studies have been done in that subject, inadequacy of objectives, describable study in the different example of leadership style that is frequently ignored as a theory and this inclines to hurt by a firm distinctiveness. The objective of revealing this paper is to examine main aspects of servant leadership and authenticate the association among the previous circumstances of servant leadership and now a days organizations. Findings of the research recommend a positive correlation between the two servant leadership and job satisfaction so it stresses the mangers and leaders that performing a servant leadership style would lead them to enhanced job satisfaction thus ultimately increased job performance.

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