Servant Leadership Discussion Post over the following material p.412-429 in text

Question

Servant Leadership Discussion Post over the following material

p.412-429 in textbook ISBN: 9780077718374

https://www.youtube.com/watch?v=PDEgqbg40SM

Six Key Servant Leader Attributes by Dirk van Dierendonck; it is based on a paper published in the Journal of Management in July of 2011. An insight from Dirk van Dierendonck , Links to an external site.Professor of Human Resource Management, Rotterdam School of Management, Links to an external site.Erasmus University:

Servant Leadership by Ari Weinzweig on zingtrain.com

The philosophy of Servant Leadership seems great if you are an employee.But for managers, using the leadership style can be challenging and in some cases, it is not the appropriate leadership style to utilize.

Address both Part A and Part B in your initial post.

Part A – What are the challenges of implementing the reverse pyramid concept discussed by Ken Blanchard?

Part B – Relative to Fiedler’s Contingency Model, explain how the 3 Situational Characteristics can impact the utilization and success of a Servant Leadership style.

Explanation / Answer

A-Challenges of implementing the reverse pyramid concept

Taking right direction- Customer is first in this reverse pyramid and the customer should be well served. So leaders in any organization needs to start from them. Acountability is the key. Top leaders should be equally held accountable like juniors. But it is not happening in 90% of the companies.

Setting Pyramid- In reverse pyramid concept, Customer should be the top most priority and then Frontline employee and then comes operational leadership and finally strategic leadership should be there. But actually what happens is that te customer in order to complain something have to go through a chain of employees. Front desk employee may say that I am working here so you have to meet the superwiser and then to assistant manager and that manager may send a customer to Operation manager or to Customer service manager and if the problem is big then again Director or CEO will come in the picture and most of the customers fed up from all this.

It is important that the employees use there brain wich is nt the case with many organisation. The problem is of clarity in goals within the mission statements. Planning should be such which may leads to day to day coaching s that good review can be done and valuation output emerges from the task. Tracking the performance can be helpful. Goal should be to helpful for as many people as possible and this satisfied customer data base will be a real asset for any organisation.

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