Transformational and Servant Leadership Styles

This assignment delves into the distinct characteristics and applications of transformational and servant leadership styles. Students are tasked with analyzing scholarly articles on these topics, focusing on key aspects such as leader-follower relationships, organizational change strategies, and ethical considerations. The goal is to critically evaluate the effectiveness of each leadership approach in contemporary contexts and discuss their potential contributions to fostering sustainable practices within higher education.

As business world becomes increasingly
globalized, the need to understand leadership
across world is also becoming more urgent,
making indigenous research increasingly
important and necessary.

TABLE OF CONTENTS
ESSAY: LEADERSHIP THEORIES..............................................................................................1
PATERNALISTIC LEADERSHIP.................................................................................................1
Strength...................................................................................................................................1
Weaknesses.............................................................................................................................1
SERVANT LEADERSHIP..............................................................................................................2
Strengths.................................................................................................................................2
Weaknesses.............................................................................................................................3
TRANSFORMATIVE LEADERSHIP............................................................................................3
Strengths.................................................................................................................................3
Weaknesses.............................................................................................................................4
Comparison.............................................................................................................................4
INDIGENOUS APPROACHES......................................................................................................5
Comparison between western and indigenous approaches....................................................6
REFERENCES................................................................................................................................8

ESSAY: LEADERSHIP THEORIES
A perfect guidance as well as the consideration of organisational goals can be achieved
by better leadership. Monitoring with motivating workforce is an essential or helpful tool to gain
objectives of business. Leadership addresses to create confidence in employees and they will
build a trust or satisfaction. It helps in developing morale in the individuals as they will feel
happy and confident to share their views. There can be use of several theories over leadership
which will be beneficial in developing a good strength to firm. Techniques to guide or execute
the workforce would be fruitful in initiation of any action and motivating staff to enhance their
talent and performances (Importance of Leadership. 2017). Necessity of leadership is that work
can be done in a better way by proper guidance and there can be proper utilisation of time and
talent of human resources. It develops a coordination atworkplace between employees,
managers, supervisors or team leaders.
PATERNALISTIC LEADERSHIP
Paternalistic leadership is the method where employees and partners of organisation are
treated as family members which helps in building trust, loyalty and a healthy relationship (Chen
and et.al., 2014). Its psychological influence enhances confidence in employees and encourages
them to improve their quality of doing work.
Strength
This kind of leadership is quite necessary for an entity in achieving targets and goals.
Employees in the business are treated as the family member and this is the right way to
encourage them. It becomes easy for leaders to identify their weaknesses and they will give
effective solutions to them. This method or technique helps in motivating workers and building a
favourable environment at the workplace. Major focus of leadership is to build positivity in work
life of employees (Pellegrini, Scandura and Jayaraman, 2010). Paternalistic leadership brings the
impression of being democratic as workers are free and independent to share their views or
question if they have any doubts. This is somehow a social approach which builds the favourable
relationship between employees and supervisors.
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Weaknesses
There will be some weaknesses or disadvantages due to this method of leadership. If the
leader is not able to make the good connection or interactions with their employees and they do
not build loyalty or trust in their mind, then there will be no healthy relationship between them
and the organisation has to suffer due to lack of quality in the functioning. This technique will be
harmful as it increases dependency of employees towards leaders as they will not be independent
to make their own decision (Wu and et.al., 2012). They will always need guidance of their
mentors and they will not have enough confident to take any action. If any wrong or incorrect
decision can be taken by worker than it will bring dissatisfaction in them (Soylu, 2011).
Employee rights and legislation can be the barrier in building a healthy relationship or
contraction. The authority to take decisions are under execution of top level management. They
assess work and make favourable decisions, this may create dissatisfaction in the employees as
they will not be asked for sharing their ideas or view in this regard.
SERVANT LEADERSHIP
Servant leadership is the style or technique to serve group or team at very first preference
than the principles. This technique of leadership provides power to the leaders and they act like
the administrator of the organisation (Spears, 2010). They will direct or impose the policies over
employees. This can be fruitful because the rules are to be made by only single leaders without
and interference. There will be need of that sort of talented or skilled leaders who have the ability
to administer or execute the workforce.
Strengths
The main advantage of this method is, it provides diversity at the workplace. Here the
leaders have desire and wish that the members or employees under their leadership must listen to
them and they will direct and regulate their work (Van Dierendonck and Nuijten, 2011). There
will be guidance to work in order to impose the command over them. It can enhance moral in
workforce toward the work for achieving organisational goals but it can be through
implementing rules and regulations to do the tasks. This can be favourable for the employees as
they will learn how to do their duties within given time duration. That will be fruitful for the firm
in getting the work done within stipulated time period (Van Dierendonck, 2011). It helps in
making corrective decisions promptly because the work can be done quickly and the leaders will
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have enough time for better planning and decisions can be made for achieving the attainable
future aims of business. Thus, this quality of leadership builds strong team at the workplace and
they will be able to perform or work in any situation, even during excessive workload or the
crisis situations.
Weaknesses
This method can be non-beneficial as this technique is based on imposing rules and
regulations over the employees and they will not feel independent to make their own decisions.
The workers will have to listen to their leaders without any judgements and arguments, they have
to follow the instructions that are imposed by their leaders (Walumbwa, Hartnell and Oke, 2010).
It will not prove good for long run of entity as the employees will not feel satisfied with the
leaders. They will not be able to build or develop trust in workforce as they will feel hesitated to
share their views. Employees will start to give up and it will create distraction in their minds
towards work and they will show less interest in performing their duties at workplace. There will
be lack of interactions between employees and the supervisors and that will reflect in their
performance.
TRANSFORMATIVE LEADERSHIP
A transformative leader has the quality to manage the work and give the vision or
direction to the employees to perform over that. They will also give their efforts in doing work
and give best performance over talent acquired by them. Leaders inspire their workforce by
achievements made by them in past, it will be fruitful for encouraging them towards the work.
Here the leader can be managers, owners or partners of the organisation (Shields, 2010). They
motivate workforce by performing same tasks, in the same situation with them as to help them in
giving moral support which will increase their work potential. This will build a good relationship
between employees, subordinates and the managers so that there will be no communication
barrier between them and they can share their views independently to each other.
Strengths
These kind of leaders are highly appreciated or liked by the workforce because they will
not only guide or order employees but they themselves do work with them employing their full
efforts. Favourable target can be given by them as they have vision to develop skills and talent in
employees in accordance with motivating or encouraging them towards their duties they must
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gain these abilities. The leaders can acquire the position of managers or supervisors with which
workforce can get good inspirations from them and it will be beneficial in developing a better
and cooperative team (Caldwell and et.al. 2012). Leaders can be helpful to employees in giving
them the best training and developing their morale, a guidance can be required by them in having
the best performances form workers. The role of leader is to identify talent of employees and
encourage them to perform in the practical world more than the theoretical knowledge which
describes how they will manage the workforce. Organising seminars and workshops will make
the employees highly motivated towards the operations of the entity and they will suggest their
innovative ideas to overcome such obstacles.
Weaknesses
The disadvantage of this method is that, there can be misuse of rights. The leaders are the
role model and inspirations for the workers, in contraction with giving them respect employees
started believing in them and here the leaders take advantage of their efforts. Leaders act like
unethical or immoral which will affect operational functions of the entire organisation
(McNamara, 2010). Organisational growth totally depends upon its managers, workers, and
owners, if there is no proper guidance or encouragement than it can affect the operations of the
firm adversely. The transformational leaders can introduce the staff in their innovative thinking
and ideas that will be fruitful in developing motivation and attract them towards work but if the
ideas do not meet the targets or performances required by the organisation than it will reduce
faith from the mind of employees. Workers will not feel enthusiastic towards the duties and they
will have to face several obstacles in expressing their views. Organisation will lack at some
points about not having the adequate intelligence in performance and lack of innovative ideas
that will be barrier in attaining the objectives.
Theories based on leadership can be inspirational and motivational but the thing which is
commonly needed by all the workers is that there must be proper analysis of the risks and
situation and an effective decision should be taken as to overcome such problems. The study
over various techniques used by the leaders is used to increase the work potentials of their
employees and can be beneficial if there is proper training and guidance provided to them
(Montuori, 2010). Further there can be implementation of rules and regulations over workforce
to motivate promptness in organisational operations.
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Comparison
Basis Paternalistic
Leadership
Servant Leadership Transformative
Leadership
Meaning Leaders treat the
employees as the
parents treats their
children
Leaders rules or
command over the
employees.
Leader sets the target
and perform the same
operation with
employees.
Helpfulness This kind of leadership
beneficial in building
confidence in
employee and create
the homely
environment at
workplace.
This method helps in
promptly
completeness of the
tasks within time
duration.
Method helps in
enhancing the
performances of the
workers as well as the
leaders.
Loopholes or
disadvantage
Less disadvantages of
this leadership, but
there is need to
manage the
relationships with
employees on the
same harmony.
Not a motivational
technique. Workers
will get distracted or
frustrated with work.
Leaders need to
manage their work as
well as their worker's
work.
Leadership Quality Leaders are either born
or developed.
Leaders are born. Leadership ability can
be acquired by the
talented individual.
Leadership
Authority
Leaders are fixed by
the organisational
heads.
Mainly the supervisors
or top level
management of the
organisation.
Leaders can be
manager, subordinates,
supervisors, owner or
the partners.
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INDIGENOUS APPROACHES
Maori: They come from Polynesia just before the Britishers arrived in NZ, currently
there are more than 15% of the population of NZ is of Maori people. There are best known for
their art, they have invented wooden tools and wind instruments. They treats Abel Tasman as
their god or leader. The crime rate of this group of people are more than any other group. After
independence of New Zealand, Maori people has the involvement in politics and served seats in
parliament. Leadership ruled by them is that it brings self-right and self-identification of essential
aspects. The Maori approaches good health and self-management with natural resources (Savage
and et.al. 2014). The aim is to create identity by use of natural resources and better productivity,
thus enhancing educational sector. Hence, they build a positive relationship with the government
of New Zealand and promotes example that goals can be achieved with favourable outcomes.
Aboriginal: These are the local or native people of Australia, they have come from
southern Asia for than about 60,000 years. Is the triable group that is denoted by Britishers at
time they were colonising in Australia in order and aims at re-habiting the country (Fillmore and
Anne, 2014). Thus, indigenous approach is based on Aboriginal people who creates their own
identity by securing and promoting their tradition and culture for next generation. They promote
self-governance and created their own identity in parliament of Australia. This kind of leadership
is essential in never losing origin or native of objective. Leadership can never be successful if
the targets or objectives not achieved. Languages of Maoris are only one but the aboriginals has
more than 250 languages. Both the approaches helps in knowing how the two tribal group has
developed their identity and gain their rights by acquiring place in parliaments of both countries.
They motivated their community and also develops their domestic or traditional work. People
other than such groups has adopted and appreciated their efforts.
Comparison between western and indigenous approaches
Basis Western approaches Modern approaches
Meaning Modern leadership is based on
improving productivity and
profit consumption that will be
fruitful for the organisational
Ingenious approach leaders
make the vision or command
the workforce to do efforts in
achieving the targets.
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growth.
Method The approach is based on
enhancing and motivating
employees with giving them
the guidance to improve the
performances.
Ingenious approach the leaders
would not make that much
effective relationship with
their employees.
Workforce Qualified or talented workers Skilled or talented workers
Relationship with leaders Employees of the modern
world are highly enthusiastic
and active towards their work.
They can share their feelings
or any issue at the workplace
with leaders
Attitude of leaders was
commanding and the
employees were always been
threaten that will not improve
the respect or relationship with
leaders.
Duration and quality of work Less physical effort, more
brain application and less time
consuming.
Less brain application, more
physical efforts and highly
time consuming.
CONCLUSION
It is to be concluded that, in indigenous approaches people of the ancient time denoted
their leader as god and follow all the commands given by them. They make much physical
efforts and earn the less amount of earnings. While in modern approaches people are still having
the leaders on them but the leader is not treated as god, they do efforts with their employees and
motivate them to improve their work performance. Thus the indigenous method of leading can
be helpful in doing the prompt work but it can be not fruitful as it develop the crime and increase
dominance of such people. Further it can be said that there can be various modern approaches
given by several leaders which has variations in the definition of the leadership but it can be said
that leader can be any one, it can be manager, employee, owner and any individual, but the thing
which matters is that they must have the quality of leadership and motivating co-workers.
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REFERENCES
Books and Journals
Caldwell, C. and et.al., 2012. Transformative leadership: Achieving unparalleled excellence.
Journal of Business Ethics. 109(2). pp.175-187.
Chen, X. P. and et.al., 2014. Affective trust in Chinese leaders: Linking paternalistic leadership
to employee performance. Journal of management. 40(3). pp.796-819.
Fillmore, C. and Anne, C., 2014. chapter 2 Ensuring Aboriginal Women’s Voices Are Heard:
Toward a Balanced Approach in Community-Based Research. Demarginalizing Voices:
Commitment, Emotion, and Action in Qualitative Research, p.38.
McNamara, K. H., 2010. Fostering sustainability in higher education: A mixed-methods study of
transformative leadership and change strategies. Environmental Practice. 12(1). pp.48-
58.
Montuori, A., 2010. Transformative leadership for the 21st century. Reflections on the design of
a graduate leadership curriculum, ReVision. 30.pp.4-14.
Pellegrini, E. K., Scandura, T.A. and Jayaraman, V., 2010. Cross-cultural generalizability of
paternalistic leadership: An expansion of leader-member exchange theory. Group &
Organization Management. 35(4). pp.391-420.
Savage, C. and et.al., 2014. Huakina mai: A Kaupapa Māori approach to relationship and
behaviour support. The Australian Journal of Indigenous Education. 43(2). pp.165-174.
Shields, C. M., 2010. Transformative leadership: Working for equity in diverse contexts.
Educational Administration Quarterly. 46(4). pp.558-589.
Soylu, S., 2011. Creating a family or loyalty-based framework: The effects of paternalistic
leadership on workplace bullying. Journal of business ethics. 99(2). pp.217-231.
Spears, L. C., 2010. Character and servant leadership: Ten characteristics of effective, caring
leaders. The Journal of Virtues & Leadership. 1(1). pp.25-30.
Van Dierendonck, D. and Nuijten, I., 2011. The servant leadership survey: Development and
validation of a multidimensional measure. Journal of business and psychology. 26(3).
pp.249-267.
Van Dierendonck, D., 2011. Servant leadership: A review and synthesis. Journal of
management. 37(4). pp.1228-1261.
Walumbwa, F. O., Hartnell, C. A. and Oke, A., 2010. Servant leadership, procedural justice
climate, service climate, employee attitudes, and organizational citizenship behaviour: a
cross-level investigation. Journal of Applied Psychology.95(3). p.517.
Wu, M., and et.al. 2012. Perceived interactional justice and trust‐in‐supervisor as mediators for
paternalistic leadership. Management and Organization Review. 8(1). pp.97-121.
Online
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Importance of Leadership. 2017. [Online]. Available through:
<http://managementstudyguide.com/importance_of_leadership.htm>. [Accessed on 30th
August’ 2017].
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