Essay on Leadership Theory

This essay discusses the relevance of servant leadership theory in contemporary business and its effectiveness compared to other leadership theories. It presents both positive and negative aspects of the theory and discusses its adaptation by various companies. The essay concludes that while servant leadership is an ideal theory, it may not be appropriate for every industry.

Running head: ESSAY ON LEADERSHIP THEORY
Essay on Leadership Theory
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1ESSAY ON LEADERSHIP THEORY
The purpose of this essay is to focus on servant leadership theory as a widely accepted
style among several contemporary business organisations instead of opting for an autocratic,
traditional approach for achieving organizational goals. According to Mahembe and
Engelbrecht, (2014), servant leadership style encourages teamwork and allows every
members to share individual opinion. This essay is going to argue on the fact that
effectiveness of servant leadership is more than other theories or not. In order to do that some
facts will be presented to support its relevance in contemporary business scenario and some
will highlight the drawbacks of servant leadership style. After evaluating both the positive
and negative facts and evidence about this approach, this report will try to achieve a
perspective that, whether the theory possesses relevance with contemporary business
framework or there are other leadership styles, which can be used more appropriately than
this.
The practice of this leadership style directly contrasts the ideas of traditional concepts
of leadership along with that it is being accepted widely as the time progresses (Shafie,
Baghersalimi & Barghi, 2013). The idea is to influence and motivate members to establish
trustworthy relationships within workplace and developing their skills and efficiency to add a
professional approach in employee profiles. As per the Rachmawati and Lantu, (2014),
central components of servant leadership style are listening, asking for suggestions, planning
long-term goals, building unified community and focusing on the growth of every employee
profile. There are numerous benefits of following this particular style yet the perspectives of
other styles such as, transformational, laissez-faire; deliver practical solutions in an easier
way at times than being a servant leader. The phase servant leader gives a sense of oxymoron
when brought together to define a theory as the question raises how can a servant possesses
the qualities of a leader. In order to be a servant leader as discussed in Liden et al., (2014),
the first query should be how he or she can serve the followers. This theory can be integrated

2ESSAY ON LEADERSHIP THEORY
with the biblical references. The way Jesus Christ worked to fulfil the commitments of his
followers for Gospel. This leadership theory can be referred as a successful implementation
of ancient principles.
A servant leader understands that management and leadership is not the similar thing.
Employees will trust the leader depending on his or her personal traits. Earning influence
takes time and extreme influential characteristics to make the employees work according to
the instruction. Simultaneously, providing liberty to take part in business operations,
encouraging for sharing opinion are gestures by which employees feel valued working under
such leaders. Managers, who believes to practice servant leadership to operate business
operations efficiently, consider every team members’ opinion before taking decisions
regarding business. Eventually, it takes time to decide as the leader lacks authority and
occasionally has to confront with conflicts during the process as he or she has to put
employees’ interest first beyond organizational objectives. Servant leader improves the
potential of members as future leaders and penetrate their capability to satisfy several
business responsibility. Therefore, following the characteristics of this style it can be stated
that it is a liberal approach to leadership, which delivers a strong sense of ethics (Hoch et al.,
2018) . Leaders concentrate on the needs of their employees and focus on everyone’s well-
being and growth towards a future leader.
The trend among business practitioners to adopt such approach is so extensive that is
raises the question what makes it so relevant to apply in a contemporary business setting. In
this case, if the history of employee management can be revised it would be immensely
helpful. Since the days of industrial revolution, managers has been considering employees as
machines of generating production. Employees tend to deliver the best output in a situation
where they feel valued and appreciated. That is why the approach of servant leadership is
achieving success. Managers have understood; employees will care about common

3ESSAY ON LEADERSHIP THEORY
organizational goals if the company addresses their requirements too. That is why this major
shift in organizational practice has been noticed where building community, teamwork,
motivating every single member towards maintaining an ethical behaviour is important to
accomplish shared goals and personal growth too.
The fact behind its wide adaptation has already been discussed to find out the
theory’s relevance with the current business scenario. Considering the nature of the practice,
as per the study of Gutierrez-Wirsching et al., (2015), a servant leader obtains capabilities to
use proper language, communicate effectively and the ability to measure the consequences
pragmatically. Acknowledging the turbulent global economic scenario, these skills can be
learnt to improve, transform and grow from both the perspective of individual and
organizational. As the theory works towards bringing something different into the culture,
employees are influenced in a way so that they do not possess any resistance against learning
new practices and improve continuously towards transformation. Justification has been given
adequately to prove that why servant leadership is considered as better model of leadership
theory.
Business environment has been facing a topsy-turvy environment as sson as the 21st
century approaches. As a result, a need of modifying traditional theories has been felt by
business professionals as knowledge and skills are the main driver of profitability. Moreover,
stakeholders feel satisfied too. The dynamic nature of business demands the organizations to
have different priorities and liability. In such an atmosphere, servant leadership flourished
and adapted by various renowned companies. A servant leader wants to build a hierarchical
structure where everyone shares a relationship of trust with others as well as participates in
the process of making business decisions. It takes few decades to implement the theories into
management practice. Companies, who adopted this leadership style, end up with building a
productive organisational culture where employees come at first. Leaders work towards

4ESSAY ON LEADERSHIP THEORY
building both of their collective and individual development. Technically, an employee
cannot progress without contributing his or her best to the organisation. It eventually help the
company to achieve the highest production. Therefore, it can be stated without pressurising
and creating a claustrophobic environment within the workplace if leaders allow them to
share their knowledge and skills; both the company and employees’ interest would be
fulfilled. That is why servent leadership is considered as better than autocratic traditional
styles of leading.
However, not all the organisations follow this theory to ensure productive changes
within the industry. Although, servant leadership has gained immense popularity and success
as well in recent times, the contribution and effectiveness of traditional theories cannot be
ignored while discussing servant leaders’ efficiency. As far as theory of transformational
leadership is concerned and considering the study of Gangwar, Padmaja and Bhar, (2013), it
is more task oriented rather than being people oriented. Transformational leaders believe the
potential of huge production is hidden behind this approach. The attainment of common goal
depends here on the charismatic trait of the leader. The organizational goals are prioritized
more than any other factors and on the contrary servant leaders focuses on employee benefits
to generate better output. Transformational leaders focuses on collective goals does not mean
they ignore to address requirements of their followers. They initiate sessions to influence and
motivate them towards long-term visions and inspires them consistently to practice innovate
ideas and creativity. Although, the study of Yoshida et al., (2014) argues whether Servant
leaders have that capability of maintaining a practice of innovation or not. Providing
guidance is aspect of servant leadership as well yet considering everyone’s opinion harm the
weightage of a leader’s authority, which is true in the case of a servant leader. A
transformational leader on the other hand, instead of considering their opinion consistently
communicate to know their perspective and act in favour of that. The impact of a charismatic

5ESSAY ON LEADERSHIP THEORY
personality is huge in terms of employee engagement. Practically, evaluating everyone’s
opinion is not a wise choice to do as it initiates complication and consumes long duration of
time. Therefore, the basic needs of an organization can be fulfilled by following both the
leadership styles yet transformational leaders receive greater amount of respect and
admiration at times, as they focus on increasing employee satisfaction, retention and overall
performance of the organization at the same time (Song, Park & Kang, 2015). In addition to
that, attributes of a transformational leaders support the fact they have ability to transform an
inefficient system in a more authoritarian manner, which can hardly be tolerated by the
followers of a servant leader. Further, according to Choudhary, Akhtar and Zaheer, (2013),
transformational leaders must learn the ways of mitigating conflict and identifying employee
needs better from the theory of servant leadership. Irrespective of the applied leadership
theory, commitment of the team members towards organizational objective is the ultimate
thing. These two theories possess two different perspectives to meet with the organizational
purpose. In order to find out the more appropriate one, the industry type, employee behaviour
and background must be taken into account in the first place (Winston & Fields, 2015).
Laissez Faire leadership at times can be considered as a contrasting theory of Servant
leadership. It is just a fancy name for the organizational management system, which does not
have a strong managerial control. The exact opposite scenario can be seen in the case of
servant leadership style as a servant leader values his followers the most and do every
possible things to keep them satisfied and work as a team. Laissez Faire leader is captivated
within his or her world and let his employees take all the responsibilities. Occasional
monitoring is done although, employees do not feel motivated or influenced by the leader’s
characteristics. However, a positive side of the Laissez Faire is that leaders willingly sacrifice
a share of his or her power just as servant leader does (Yang, 2015). Contrast is servant
leaders concentrate on followers before any other objectives and Laissez Faire leader depends

6ESSAY ON LEADERSHIP THEORY
on employees’ sense of responsibility mostly to get the job done. Therefore, lack of
managerial control cannot be accepted under any industrial setting. As per the studies of Van
Dierendonck et al., (2014), the relationship and the contrasting nature of different leadership
styles prove that combination of different styles according to the requirements is the best
option for a leader to operate an organisation successfully. Comparing with two different
styles it has been understood that although is being adapted by a large section of business
practitioners yet there are drawbacks too.
There are multinational companies, which have proved that after following this
leadership style their production, profitability and work environment have improved.
Employees consider these organisations as a good place to work and progress at the same
time. As mentioned earlier companies with large turnover do not have scope for practicing
servant leadership. However, Balfour Beatty being a construction company has experienced
positive results than its existing competitors. The company’s CEO believes personal and
professional progression of his workforce is the key of achieving organizational objective.
Marriot international being hospitality service provider of premium quality not only serves to
customers, follows an approach of serving employees interest as well to fulfil shared goals.
Starbucks is one of the largest coffee chain across the world. They have organised free
college tuitions as they realised most of their service workers are students, who work for
pocket money. It can be said that if such multinational companies can experience such
success in a competitive environment then its feasibility can be easily recognised.
Servant leaders are busy with talent management and transforming the existing
situation towards betterment most of the time. In this course, leaders ensure employee
satisfaction by providing them a work atmosphere where they can feel valued and respected.
However, in spite of its increasing adaptation, there are various large industries, which resist
themselves to practice this theory, as they do not want multiple decision makers in a highly

7ESSAY ON LEADERSHIP THEORY
competitive setting. Although, employees trust a servant leader yet he or she carries a soft
reputation and low authority over the workforce. As the study of Washington, Sutton and
Sauser, (2014) presents an argument, despite, all the arguments against this practice servant
leadership can be considered as better for current employee mind-set and it is effective too as
it concentrates on followers’ participation. The theory is all about helping both the company
and the employees’ progression.
To conclude, as per the above discussion it is an ideal theory yet difficult to apply in
practical situation most of the time. Moreover, it is not appropriate for every industry. In a
highly structured scenario, it may fail. As instance, case of any academic institution or
military setting can be considered where this theory cannot make its place. However, leaders
these days tend to possess a power oriented authoritarian position within an organisation.
This strictly opposes the theory of servant leadership, as in this case power must be shared
with the followers. It is not suggested to follow if the company is looking for profitability
within a short span of time, as the disadvantage of this theory is it takes time to implement
agendas. Leaders need time to cultivate relationship and build the team engagement. Despite
several disadvantages, it is important to improve the sense of responsibility among employees
and such leaders help them to achieve better exposure within an organizational setting.
Acknowledging the competitive business atmosphere, new leaders should come up or at least
organizations should possess a workforce having leadership capabilities to deal with
unpredictability. Therefore, this leadership theory approaches better as serving employees’
interest first for the sake of achieving long term organizational goals is appropriate and
appreciated too.

8ESSAY ON LEADERSHIP THEORY
References
Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant
leadership on organizational performance: A comparative analysis. Journal of
business ethics, 116(2), 433-440.
Gangwar, S., Padmaja, K. V., & Bhar, S. (2013). Impact of behavioral style, self orientation
and task orientation of leaders on employees' motivation. International Journal on
Global Business Management & Research, 1(2), 57.
Gutierrez-Wirsching, S., Mayfield, J., Mayfield, M., & Wang, W. (2015). Motivating
language as a mediator between servant leadership and employee
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Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and
servant leadership explain variance above and beyond transformational leadership? A
meta-analysis. Journal of Management, 44(2), 501-529.
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving
culture: Influence on individual and unit performance. Academy of Management
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Rachmawati, A. W., & Lantu, D. C. (2014). Servant leadership theory development &
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Shafie, B., Baghersalimi, S., & Barghi, V. (2013). The relationship between leadership style
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