Servant Leadership Management Style

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Servant Leadership Management Style
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Servant Leadership Management Style
An servant leadership management style is the approach to leadership, along with the strong
unselfish and moral implications that questions and requires team leaders to be observant to
the requirements of their groups and sympathize with them; they must take upkeep of them
by ensuring they become better, wiser, abler and more independent, so that they also can
develop as servant leaders (Sendjaya, and Pekerti, 2010). The Servant leaders take equal
accountability for achievements and failures and are eager to step down to let others
employee lead when essential (Choudhary, Akhtar, and Zaheer, 2013). Servant leadership
management in the workstation means the abilities of the servant leader; persuasion,
listening, intuition and foresight, communication, practical measurement of results; are
pragmatic in worker–customer relations along with the manager-worker relationships
(Choudhary, Akhtar, and Zaheer, 2013). Some management experts believe that a servant
leadership management style is the best approach to manage the workers in the organization.
In this particular essay, the pros and cons of this statement will be discussed.
The first advantage of servant leadership is the best management style to manage the people
in the organization is that service is the first priority of servant leadership. This needs the
frontrunner to forget their own demands and requirements to listen and fulfill the
requirements of those underneath their leadership (Sendjaya, and Pekerti, 2010). The Servant
leadership management style has the supplemented advantages of eliminating the ego issues
from the people in leadership places (Savage-Austin, and Honeycutt, 2011). Frequently ego
related issues can be a dynamic force for individuals who desire to lead; here in its place ego
contributes a way to delivering a service. People have the ability to lead as they have a usual
or ethical power. This is the benefit of servant leadership management style in that it
motivates the frontrunner to lead in a manner that it is fair and kind towards the individual
who is being led (Sendjaya, and Pekerti, 2010).
The second advantage of the servant leadership management style is that needs the company
lead person to become the person who permits other employees to lead themselves (Liden,
Wayne, Liao, and Meuser, 2014). So, the second benefit is the elimination of a disciplinarian
environment. They cannot create rules by themselves to be compulsory on other employees
but manage the policies by listening. The servant frontrunner becomes an organizer through a
cooperative strategy. In this technique, every employee feels accountability for the
consequences of their assignment. While the servant management might not be fit perfectly in

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every condition, the approach remains widespread and is fascinating more supporters among
administrative leaders. This management style is constructing a good record of achievement
among administrators who emphasis on cultivating their employees (Liden et al., 2014).
The third important benefit is connected with the second benefits of the statement. Servant
leadership provide a sense of possession to the work (Aarum Andersen, 2009). It supports
those are being led to perform accountability and have a sense of ownership for their job
which in return rises commitment and a feeling of pride in one’s personal job. Output should
thus rise and the advantages of this style may then be sensed by every member of the
organization (Aarum Andersen, 2009). Belief and respect among the labors or employees and
the head must also proliferate as the outcome of this method to leadership. The servant
frontrunners are the people who comprehend that they must inspire, encourage, motivate and
back their employees in the manner that enable them to work together to achieve company
aims and objectives. This may positively be delivering a feeling of ownership in the results of
their effort (Aarum Andersen, 2009).
The fourth essential benefit is that of variety. Within each organization, there are a diversity
of characters, abilities, qualities, and styles of doing a task. Servant leadership can be
considered as the way of identifying variety among a group of individuals. The servant
leaders comprehend that it is the variety of the staff that is energetic to the achievement of the
company. The Servant leadership management style permits for a variety of methods to
management for which further strict models might not permit. This has the impact of
elasticity in answering to dissimilar or altering conditions. The Servant leadership
management style inspires tougher bonds inside a company as the feeling of fulfillment rises
(Boone, and Makhani, 2012).
The fifth and most important benefit of this management style is participation or engagement.
Servant leadership style can generate a feeling of participation in its processes of decision
making (Rezaei et al., 2012). It is not completely a self-governing process which perceives
the majority regulation to the disadvantage of the minority. Somewhat, servant leadership
standards and praises all contribution and seeks to assist the people rather than a shared
attitude. This includes the workers in the process of decision making and also giving them a
feeling of accountability ownership (Rezaei et al., 2012). If the workers feel engaged they
may also probable enhance their output. They may too acquire a sense of fulfillment when an