Servant Leadership




Servantleadership is the set of practices and attitudes developed by RobertGreenleaf to improve the lives of people in the society, establishbetter organizations, and form a more just and compassionate world(Tischleret al., 2016).Therefore, a servant-leader assesses his or her subordinates todetermine if they are healthier, wiser, and more likely to behelpers.Servantleadership is characterized by sympathy, good listening skills, andcommitment towards other people’s development (Sousa&amp Van, 2015). Italso entails using ethical practices to raise the productivity of thecompany.

Servantleadership promotes diversity and affection among the team members.Thus, the management gives services to every individual in theorganization (Sousa&amp Van, 2015). Additionally,it encourages loyalty because the needs of the workers are consideredmore important than the management’s desires (Chinomona,Pooe &amp Mashiloane, 2013). Besides,the administration is based on particular morals hence, it makesdecisions that favor the subordinates. As Chinomona,Pooe &amp Mashiloane (2013) explain, servantleaders involve the employees in the decision-making process as a wayof motivating them. On the other hand, the management incorporatesthe needs of the employees when implementing change, new strategies,or guidelines in an organization(Panaccio, 2015). Moreover,it increases productivity because the leaders gain respect and trustof their subordinates, which increases job satisfaction. Thus, theemployees are more likely to work harder to achieve theorganization’s goals (Tischleret al., 2016).

However,servant leadership promotes false principle since most leaders areinterested in the primary purpose of the management instead ofmotivating their employees (Chinomona,Pooe &amp Mashiloane, 2013).The leaders lack authority as workers fail to acknowledge theiradministrative power. When the management is more concerned abouttheir employees’ needs, some staff members are likely to viewthemselves as an indispensable part of the organization, whichpromotes rebellion against the management(Panaccio,2015).Therefore, servant leadership is appropriately used when managerswant to serve the stakeholders and still consider the employees’desires (Panaccio,2015).Itis also applicable if the leaders wish to distribute decision-makingpower to the workers.

Inconclusion, servant leadership is one of the management styles thatsatisfy the needs of the employees. These leaders have to besympathetic and dedicated to their subordinates’ growth anddevelopment. Therefore, it promotes loyalty, diversity, jobsatisfaction, and productivity. However, it creates insubordinationbecause the employees consider themselves an essential part of theorganization. The style should be applied when the management wantsto distribute the decision-making power to the subordinates and atthe same time meet the needs of their stakeholders.


Chinomona,R. Pooe, D. &amp Mashiloane, M. (2013). The influence of servantleadership on employee trust in a leader and commitment to theorganization. MediterraneanJournal of Social Sciences,4(14), 405-414.

Panaccio,A., Henderson, D. J., Liden, R. C., Wayne, S. J., &amp Cao, X.(2015). Toward an Understanding of When and Why Accounts for Employee Extra-Role Behaviors. Journalof Business and Psychology,30(4),657-675.

Sousa,M., &amp Van Dierendonck, D. (2016). Introducing a Short Measure ofShared Impacting Team Performance through TeamBehavioral Integration. Frontiersin Psychology,6(2002),1-12.

Tischler,L. Giambatista, R., McKeage, R &amp McCormick, D. (2016). Servantleadership and its relationship with core self-evaluation and jobsatisfaction. TheJournal of Value-Based Leadership, 9(8),1-20.