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A minimum of 100 words each and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER EACH ANSWER NEED TO HAVE A SCHOLARY SOURCE with a Hyperlink

Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic

1. Due to the opportunities and tensions of servant leadership how could these emphasis be reversed? Is it possible for someone to see the Systematizers emphasis more divergent and the Periphials more convergent? I am curious how these emphases relate to your leadership style. As stated in our text Peripherals  organizations have admirable aims, undertaking commendable work – the word ‘zealots’ is used charitably – and, although they may make fleeting references to a Greenleaf website, usually they promote servant leadership from a standpoint peripheral to Greenleaf’s writings.(2010) Would this not allow them to be along the same goal as Greenleaf? Interested in hearing your point of view.

2. This is DQ is not the easiest for me to answer definitely.  The reason for this is that I've always taken bits and pieces from many different resources to develop the "perfect" style for me to utilize.  Obviously I don't and never will see myself as perfect for the simple fact that continued learning and growth are a life goal I have that never ends!  To choose the most convergent would be manageralist.  While I am structured and flexible at the same time, I do feel that the role of a leader is to manage people in a way that is within the company guidelines, yet not with an iron fist.  We all have a role in an overall goal, and we are all adults, so understanding that there are rules and guidelines is a responsibility that each individual has to practice.  In the case that the goals are not met or the guidelines are crossed, the leader must address it and if that means verbal or written feedback and even disciplinary action, then this is part of the role of a leader.  As I stated before, I am a blend of all styles, a master of none, but the one that I have to choose would be syncretist.  This is simply because (again I am partially syncretist) there seems to be an aspect of spiritual and holistic influence behind this style, and in the workplace I don't feel this really aligns with the modern HR era.

3. After reviewing the different emphasis of servant leadership from the textbook, I was fascinated to find and learn some of the history and context of how many servant leader guru's came about developing what a servant leader is. However, the one I found most divergent from the seven emphases was The "Poets (or romanticists and visionaries)". The reason why it was different to me was because I didn't know poems were a way of creating leaders. I thought that Servant leaders had this reputation of being too soft, too Kind, or too relaxed. I learned that that was furthest from the truth. This is where i realized the poets are convergent to what leadership stands for. Servant leaders have the toughest position, and The strongest can endure it because of the heart we have for what we do as well as having a heart for the people. Visionaries and Romanticians go past art, claiming that the utilization of servant leadership will contribute to fundamental improvements in society itself. The Romantics have an inspiring zeal, and their ideas are also expressed in the works of those who advocate modern forms of work and partnership, particularly those who do not have a commitment to leadership. Romantics and visionaries believe that "educating the whole person in order to 'heal the heart of humanity' (Dierendonck, 2010). Many Famous servant leaders such as Martin Luther King Jr. believe the hearts of people have to change in order to be changed and lead others to change as well. 

4. In conversing with anyone about a topic I search to learn more about why the person thinks the way they do so that I may better understand their perspective. I would ask my supervisor why they feel the way they do regarding servant leadership? I would also explain to them that being a servant leader is not about coddling people but building relationships in order to get the best out of them. Building trust through being a role model, setting the example,and articulating a vision that can be shared with our employees. I also would explain to him that be a servant leader is not all about coddling people. Call it ‘I am your servant, but you are not my master’ … If you think servant leadership is just giving the people what they want … you are actually missing the generous nature of true servant leadership. Your relative accountability is to the people you work with and who work for you. So you do have a relative accountability then, but it’s not absolute.(2010). Servant leadership about creating leaders through setting examples and trust in the organization and its people.

5. I would approach the subject at a later time and say the following. I agree that servant leadership requires for time and effort as opposed to traditional leadership styles. However, in today’s workplace, employees are more likely to leave a company that they do not feel they are valued. Servant leadership may slow down employee performance initially, however as the employee becomes more and more empowered, they will later be more innovative and more productive to the needs of the company. This will also affect the recruitment efforts of the organization and assist with employee retention. Servant leadership is a good long term strategy for an organization that wishes to retain top talent. Servant leadership is not only good for the company, but also good for the world as it encourages everybody to serve others and this raises the quality of life for throughout society (spears 2005)

6. Taking into consideration the personality of the supervisor in this case will be very beneficial. This person does not like change and seems to be very old school with a very autocratic leadership style. There are a couple ways I would approach this individual. First, I would identify things they are doing that are already in line with servant leadership and compliment them on those. Everyone likes to hear that they are doing well. In fact, the very thing they are not wanting to do for others, “coddling”, may be just what they need without letting them know I am doing it. The second thing I would do is a technique I have learned through various leadership trainings I have been to, leading up. This means that I am leading those who are in a position above me in the ranking system. This can be done in various ways. The best way I have found is through example. When this boss is tending to show this hardened mentality with me as a subordinate, I will use the tools found in servant leadership to find a cooperative way to get the job done. Additionally, I will use servant leadership with those on the same level or below me. Over time, I can continue to introduce the methods to my supervisor until they begin to change as well. The bottom line is that someone as hard-nosed as this individual will not be able to change overnight and while communication is good, actions will speak louder. It has been my experience that people like this need things proven to them to induce change. Simply talking will not get it done. Lastly, being someone that the supervisor is willing to listen to because of respect and trust is key to getting them to change or leading up (Schwantes, n.d.). This seems obvious. If you are not capable in your position or if your boss does not value your opinion, it will be difficult for them to listen to any ideas you may have. Therefore, ensure that you are doing your part and performing at an outstanding level in addition to showing your servant leadership style is imperative.