This Week You Will Explain The Similarities And Differences

This Week You Will Explain The Similarities Andor Differences Among T

This week you will explain the similarities and/or differences among three emergent theories: servant leadership, authentic leadership, and responsible or ethical leadership. In addition, provide an example of a recent workplace situation you experienced where the outcome was directly related to the leadership theory applied. Then evaluate the outcome and determine whether another leadership theory would have been more appropriate for the situation. Explain your reasoning for recommending the alternative approach. Write a paper in which you accomplish the following: 1. Explain the similarities and/or differences among servant leadership, authentic leadership, and responsible leadership. 2. Illustrate a workplace (or school) situation that you experienced where the outcome was directly impacted by the leadership theory applied. Explain which leadership theory (e.g., situational, transformational, transactional, servant, authentic, etc.) was most closely associated with the leader’s behavior. Which other leadership theory would have been more appropriate for the situation? Why? Support your paper with a minimum of three scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included. Length: 5-7 pages, not including title and reference pages. Your paper should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic.

Paper For Above instruction

Leadership theories form a crucial foundation for understanding how effective leaders influence their followers and organizations. Among the emerging theories, servant leadership, authentic leadership, and responsible or ethical leadership stand out for their focus on moral values, integrity, and the well-being of followers. This paper explores the similarities and differences among these three leadership theories, provides a real-world workplace example illustrating their application, and evaluates whether an alternative theory might have been more appropriate in that context.

Understanding the Leadership Theories

Servant leadership, first popularized by Robert Greenleaf, emphasizes serving others as the primary goal of leadership. Servant leaders prioritize the needs of their followers, fostering a supportive environment that encourages growth and development (Greenleaf, 1977). This approach contrasts with traditional leadership models that often prioritize organizational goals above individuals' needs. Servant leadership promotes empathy, stewardship, and community-building, focusing on empowering followers rather than commanding them.

Authentic leadership centers on genuineness, self-awareness, and transparency. Authentic leaders are committed to their core values and act consistently with these principles, fostering trust and credibility among followers (Walumbwa et al., 2008). Authenticity involves being true to oneself, admitting mistakes, and demonstrating integrity. These qualities cultivate an environment where followers feel safe, valued, and motivated.

Responsible or ethical leadership incorporates moral principles into decision-making processes and behaviors. Ethical leaders demonstrate fairness, accountability, and concern for stakeholders’ welfare (Brown & Treviño, 2006). They serve as moral role models, ensuring that organizational practices align with societal and organizational values, thus fostering an ethical climate.

Similarities and Differences

While each of these leadership theories emphasizes morality and follower well-being, they differ in their primary focus and approach. Servant leadership explicitly prioritizes serving others, often with an emphasis on community and sustainability. Authentic leadership emphasizes self-awareness and staying true to one’s values, fostering trust through transparency. Responsible or ethical leadership integrates moral principles into decision-making across different contexts, ensuring organizational accountability.

Despite their distinctions, these theories overlap significantly. All three prioritize moral integrity, transparency, and the development of followers. For instance, authentic leaders are often seen as trustworthy because they are true to their values, aligning with responsible leadership’s moral focus. Similarly, servant leaders foster trust by putting others’ needs first, echoing the ethical emphasis on fairness and concern.

Workplace Example and Analysis

In a recent experience at my workplace, a team was tasked with implementing a new client service protocol. The team leader exhibited authentic leadership qualities—being transparent about the challenges, admitting uncertainties, and openly sharing decision-making rationales. This approach fostered a high level of trust among team members, motivating them to collaborate effectively. The leader’s genuine behavior and commitment to ethical standards also embodied responsible leadership, as decisions were made with fairness and stakeholder considerations in mind.

However, while the outcome was positive, I believe that applying servant leadership principles—particularly focusing on meeting the team’s developmental needs and fostering a sense of community—could have further enhanced the project’s success. Servant leadership, with its emphasis on empowering followers and nurturing their growth, might have fostered even greater initiative and innovation within the team.

Evaluating the Alternative Leadership Theory

In retrospect, adopting a servant leadership approach could have been more appropriate for this situation. By prioritizing followers’ development and well-being, the leader could have created an environment where team members felt more invested and motivated to go beyond their basic responsibilities. This focus could have led to increased engagement, creativity, and a stronger team cohesion, ultimately improving both the implementation process and the quality of outcomes.

The key distinction is that servant leadership emphasizes active service to followers as a pathway to organizational success, whereas authentic and responsible leadership primarily focus on personal integrity and moral principles. While these qualities are intertwined and mutually reinforcing, the servant leadership approach might have fostered a deeper sense of ownership and shared purpose.

Conclusion

Understanding the similarities and differences among servant leadership, authentic leadership, and responsible or ethical leadership is essential for effective organizational management. Each approach provides valuable perspectives, emphasizing morality, trust, and follower development. Real-world application highlights that combining elements from these theories can lead to more effective leadership outcomes. In this context, integrating servant leadership principles could have further enhanced team engagement and project success. Future leaders should consider the unique aspects of each approach and adapt their strategies accordingly to foster ethical, authentic, and service-oriented leadership environments.

References

• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Greenleaf, R. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.
• Brown, M., & Treviño, L. K. (2006). Ethical Leadership: A Review and Future Directions. The Leadership Quarterly, 17(6), 595-616.
• Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly, 19(2), 161-177.
• 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.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage publications.
• Sendjaya, S., & Sarros, J. C. (2002). Servant Leadership: Its Origin, Development, and Application in Organizational Settings. Journal of Leadership & Organizational Studies, 9(2), 57-64.
• Ciulla, J. B. (2004). Ethics and Leadership Effectiveness. In J. Antonakis, A. T. Cianciolo, & R. J. Sternberg (Eds.), The nature of leadership (pp. 357-377). Sage Publications.
• Werner, S., & De Simone, F. (2012). Authentic Leadership and Ethical Leadership: Similarities, Differences, and Implications. Journal of Business Ethics, 110(2), 177-190.