There Are Social Implications Of Servant Leadership
There Are Social Implications That Servant Leadership Servant Leaders
There are social implications that servant leadership (Servant Leadership, Chapter 10) is inclusive (Inclusive Leadership, Chapter 12) by empowering diverse employees and fostering equitable and more humane workplaces, as well as by being more sensitive to various societal expectations (Gotsis & Grimani, 2016). Gotsis, G. & Grimani, K. (2016). The role of servant leadership in fostering inclusive organizations. Journal of Management Development, 35(8).
In one or two paragraphs, give an example of how these two leadership styles can work together. Be specific in your example and provide in-text citations and source(s) as done in your instructions. Make sure to copy the questions and provide your answers below the questions in your post.
Paper For Above instruction
The integration of servant leadership and inclusive leadership can significantly enhance organizational culture, particularly in diverse, global workplaces. For instance, a CEO of a multinational corporation adopting both leadership styles might prioritize serving the needs of employees first, fostering an environment where all employees feel valued and heard. This leader might implement mentorship programs aimed at underrepresented groups, ensuring equitable development opportunities, exemplifying servant leadership’s emphasis on serving others (Gotsis & Grimani, 2016). Simultaneously, by practicing inclusive leadership, the CEO actively promotes diversity and equity, establishing policies that recognize and respect cultural, racial, and gender differences, thus allowing diverse perspectives to influence decision-making processes (Nishii & Mayer, 2009).
As a result, such a leadership approach not only builds a more humane work environment but also enhances innovation, collaboration, and overall organizational performance. Employees are more likely to feel a sense of belonging and psychological safety, which encourages open communication and the sharing of ideas (Shore et al., 2011). This combined approach demonstrates how servant leadership’s focus on serving others and inclusive leadership’s emphasis on embracing diversity can work synergistically to foster socially responsible, equitable, and dynamic workplaces that meet societal expectations (Gotsis & Grimani, 2016).
References
Gotsis, G., & Grimani, K. (2016). The role of servant leadership in fostering inclusive organizations. Journal of Management Development, 35(8), 944-969.
Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The Leadership Quarterly, 20(3), 365–375.
Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe Ehrhart, K., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Organizational Behavior, 32(2), 209–231.
Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management, 31(2), 212-236.
Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.
Eisenbeiss, S. A., Van Knippenberg, D., & Boerner, S. (2008). Transformational leadership and team innovation: Integrating team climate principles. Journal of Applied Psychology, 93(6), 1438–1446.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315–338.
Page, S. E. (2007). The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press.
Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 5(3), 45–56.