Introduction
Leadership is a crucial aspect of every organization since it focuses on boosting employee engagement and increasing satisfaction. With the help of proper leadership techniques, it will be possible to influence not only the attitudes of the staff but productivity as well. As a result, theories concerning this topic started to develop over several decades, encompassing leadership styles, such as servant and transformational ones. With the creation of these frameworks, companies became more aware that monetary compensation is not the only factor that drives employees’ motivation. Ultimately, servant leadership and transformational leadership theories illuminate the role of inspiration, culture, and fulfillment of stakeholders’ interests in boosting teamwork, cooperation, and productivity.
Comparison of the Theories
Servant Leadership
Before delving deeper into ways two styles can be effectively incorporated, it is vital to compare them. The Servant as Leader, a 1970 article by Robert K. Greenleaf, is where servant leadership was first used (Song et al., 2020). Greenleaf spent most of his career working in management study, development, and education (Song et al., 2020).
In Greenleaf’s opinion, servant leadership emphasizes that a leader’s primary responsibility is to those who follow them. It starts with the instinctive desire to offer assistance (Song et al., 2020). The desire to lead is then brought about by conscious choice (Song et al., 2020). The effort made by the servant first to ensure that other individuals’ highest demands are met makes a difference (Song et al., 2020). As a result, helping others rather than receiving service is the primary goal.
Transformational Leadership
Similarly, transformational leadership focuses on the perspectives of the employees as well. Transformational leadership was initially used in 1973 by sociologist and professor James V. Downton (Gaston, 2021). Then, presidential biographer, scholar, and researcher James MacGregor Burns developed the idea of this type of leadership (Gaston, 2021). According to this notion, effective leaders recognize their followers’ values, principles, and demands and use these people’s inspiration and motivation to drive change inside their businesses (Gaston, 2021). At the same time, unlike servant leadership, transformational leaders collaborate with those around them to pinpoint the precise and necessary changes that need to be made within the company (Gaston, 2021). As a result, the main focus is on creating a vision for change to lead the company through the transformation process.
Experiencing Situations with Leadership
Servant Leadership
There are many situations in which each style can be observed. For instance, in terms of servant leadership, I am lucky to know a woman, Mrs. K., who works for a nonprofit organization that delivers education and healthcare services to underprivileged communities. Being a leader in the organization, Mrs. K. embodies all the qualities a servant leader is characterized by, including empathy and active listening. In order to ensure that all employees are satisfied, the woman recognizes their needs.
I once came over while Mrs. K. was having a one-on-one conversation with one of her workers. I then learned that she practices this approach with all members to ensure everybody is engaged and satisfied. I, too, have a servant leadership style and view such approaches as valuable and necessary to keep balance in the workplace.
Transformational Leadership
As for the transformational leadership style, I know the CEO of a company specializing in technology for the renewable energy industry. I see Mr. N. as the epitome of a transformational leader because he supports climate change initiatives and inspires others to follow his example. I once attended an event the CEO was holding, dedicated to the environment and how every staff member played a crucial role in global change, step by step. With such motivational speeches and a safe space for employees, Mr. N. ensures that everybody is empowered.
Role of Ethics in the Effective Employment of the Theories
Ethics plays an essential role in the effectiveness of each theory’s employment. For instance, when considering servant leadership, ethics is the driving factor due to emphasis on the employees and their interests above all else (Song et al., 2021). In other words, the ethical treatment of their team members and the stakeholders they serve comes first for servant leaders. As a result, such leaders encourage equity, diversity, and respect inside the company.
Similarly, ethical approaches are the leading ones in transformational leadership as well. In their cooperation and collaboration with employees, such leaders understand the importance of integrity. In order to foster positive connections with the team and inspire each member, there must be not simply understanding but trust, where ethics are crucial (Gaston, 2021). In other words, the effective employment of the theory of transformational leadership is focused on ethical decision-making, stressing short- and long-term actions and how they align with the company’s values.
Effective Team Leadership and Organizational Performance
Finally, effective team leadership and organizational performance are reached in several ways in both frameworks. In servant relationships, the first way to reach such outcomes is to focus on the well-being of the main stakeholders, more specifically, employees. By ensuring the proper well-being and satisfaction of the team members, the company can reap the benefits due to increased productivity (Song et al., 2021). Another way is to emphasize collaboration and team cohesion among team members. In such a case, the outcomes might be improved organizational performance and a workplace culture that promotes support and empowerment (Song et al., 2021).
As for transformational leadership, the primary way in which better performance can be reached is through the motivation of the employees (Gaston, 2021). In this situation, leaders should focus not only on building strong connections with the team but also on ensuring positive dynamics in the workplace.
Conclusion
In summary, the ideas of servant leadership and transformational leadership provide light on the significance of inspiration, culture, and the satisfaction of stakeholders’ interests in enhancing collaboration, productivity, and teamwork. The term servant-leadership originally appeared in Robert K. Greenleaf’s 1970 paper The Servant as Leader. According to this theory, the fundamental objective is to serve others rather than to get services.
Similar to this, James V. Downton, a professor of sociology, coined the term transformational leadership in 1973. James MacGregor Burns later developed it. The development of a change vision to guide the organization through the transformation process is the key area of attention. Since treating team members and the stakeholders they serve ethically comes first, ethics is crucial to the efficacy of each theory’s application.
Finally, under both frameworks, there are a number of approaches to achieve effective team leadership and organizational performance. The business can profit from greater productivity by assuring the team members’ proper well-being and pleasure. Another strategy is centered around teamwork and unity among team members.
References
Gaston, D. W. (2021). Chapter 3: The transformational leader. In J. Farmer, L. Byrd-Poller, & V. Ford (Eds.), Role of leadership in facilitating healing and renewal in times of organizational trauma and change (pp.41-58). Business Science Reference.
Song, J., Tran, D. Q., Ferch, S. R., & Spears, L. C. (Eds.). (2020). Servant-leadership and Forgiveness: How leaders help heal the heart of the world. State University of New York Press.
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