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DISCUSSION BOARD REPLIES
Replies
Submit replies of at least 250 words each to at least 2 other students. Each reply must be
supported by citing at least 2 peer-reviewed journal articles. Your replies must be in current APA
format and must include a reference list. Make sure that you are adding new and relevant
information with each reply. Add one Biblical principle to your reply.
Reply to Lauren
Transformational and servant leadership both must act with motivating followers
with emotions and follower development in order to transform them into the culture of
where leaders envision their companies’ journey. We observe that both leadership
styles serve one another jointly. Transformational leadership is concerned with
emotions, values, ethics, standards, and long-term goals (Northouse, 2019), while
servant leadership leans more towards interest of followers’ concerns, needs,
empowerment, and professional development.
In transformational leadership, we find Kouzes & Posner who developed a model
that consists of five fundamental practices: model the way, inspire a shared vision,
challenge the process, enable others to act, and encourage from the heart, (Northouse,
2019). Can this model work in different cultures though? Zagoršek, H., Jaklič, M., &
Stough, S. J. (2003) conducted a study to see if impact of culture and economy affected
leadership practices. Kouzes & Posner Leadership Practice Inventory (LPI) (Kouzes,
Posner, 1993) were prearranged to the following countries: USA (Southern Missouri
State University), Nigeria (Nugu State University of Science & Technology, Lagos)
Slovenia (University of Ljubljana) (Zagoršek, et al, 2003). Results presented that
American students scored lowest on all five leadership practices, while their
counterparts from Nigeria scored highest on middle three leadership practices. These
results would not be sound due to the fact that the study was only given to one
university in each country, and not several, granting the information to become firmer. If
studies would have been done through the entirety of the nation, it could have given the
results more validity.
Leadership falls in many different scenarios and even through history. Noah was
a great example of servant leadership as we see in Genesis 6:22. As a servant leader,
he listened to the Lord when and was obedient Even when others mocked him by
calling him a lunatic for him building a large ark when there was no ocean nearby, nor a
rain cloud in the sky. Such a servant and obedient leader show us the type of quality
and culture to live by. Leadership does not only change throughout the worlds culture,
but also through a company’s culture. In servant leadership, culture influences this type
of leadership and will work in the company’s cultures. Some companies thrive on the
characteristics of servant leadership, while other may not benefit from the aspect and
details of servant leadership.
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The sports industry has not had many studies performed in servant leadership.
Kyongmin L., Yongseek K., & Woojeong C. (2018) conducted a study on leadership in
sport organizations and discovered leadership to be an important variable that
influences job satisfaction. They selected a sample group of participants among
employees of fitness clubs located in Pusan, Korea, and conducted a survey of 320
employees of fitness clubs using survey items that were used to measure servant
leadership of direct managers. They proposed that servant leadership will influence
organizational culture and job satisfaction of members. Their results showed that
31.4% of the organizations culture relied on servant leadership from the direct
managers. Results also showed that 31.9% of servant leadership accounted from job
satisfaction of the members. Employees felt that through servant leadership, the
organization’s culture had more of a emotional healing and positive influence over clan,
adhocracy, and market cultures (Kyongmin, et al., 2018). Even though this study had
great impact and research about servant leadership, it never took into account if servant
leadership had any effect on employees involving community, growing in
professionalism, nor behaving ethically.
There are many researchers who have studied how service learning can be used
as a vehicle to help individuals develop leadership characteristics. The need for
leadership is found in all areas of society. As our world continues to change and
becomes increasingly complex, the need for leaders will increase (Romsa, 2017).
Hopefully, more studies can be conducted including all aspects and traits of these
leadership styles.
References
Zagoršek, H., Jaklič, M., & Stough, S. J. (2003). Cultural contingency of leadership:
Comparing
leadership practices between Slovenia, Nigeria and United States. Enterprise in
Transition: International Conference Proceedings: 2003, 684–698.
Romsa, B., Romsa, K., Lim, J., & Wurdinger, S. (2017). Undergraduate sport
management
students’ perceptions of leadership skills through service learning. Journal of
Leadership Education, 16(2), 129–147. https://doi-
org.ezproxy.liberty.edu/10.12806/V16/I2/R8
Kyongmin L., Yongseek K., & Woojeong C. (2018). A study on the relationship between
servant leadership, organizational culture, and job satisfaction in fitness
clubs. Sport Mont, 16(3), 43–49.
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Northouse, P. G. (2019). Leadership: Theory & practice. Los Angeles, CA: SAGE.
Reply to Reachel
Transformational leadership has been the center of much research since the early 1980s
(Northouse, 2019). As the name implies, they inspire people to achieve unexpected impressive
results. They give workers autonomy over distinct jobs, as well as the authority to make
decisions once trained. We find out that transformational leadership has more advantages than
disadvantages; hence it is more likely to be considered because it is the most effective leadership
style. This leadership style hinged on the leader's charismatic, motivational, and empathy
approach to inspiring workers to find better ways of realizing set objectives. They possess
confidence, courage, and willingness to make sacrifices for the greater good. One of the reasons
transformational leaders excel is due to its diversity in sectors and are prominent amongst leaders
of business. Transformational leadership reflects in the scripture in the book of (Luke 10:1-16),
Luke's record of Jesus' communication with his disciples as they journeyed to Jerusalem
exemplifies how the practices of transformational leadership characterized Jesus' leadership.
Jesus delegated assignments to his disciples for their development and to announce the kingdom.
On the business side, one of the reasons for Rockefeller's success attributed to "its alignment of
the company with a single vision, then he held everyone accountable for their part in making that
vision happen" (Brett & Kate McKay, 2018).
A research by (Karen M. Peeskera & Lynette J. Ryalsb, 2019) explores dynamic
leadership behavior on salespeople. The result shows that "leader behaviors perceived to be the
most effective in enabling sales performance" (Karen M, p.323), and this attributed to a set of
leadership behavior and their perceptions, and this success linked to coaching. In other words,
the leader plays a significant role in support of the employees in achieving business success.
They are focused on people and clear about expectations. Trust in transformational leadership is
crucial and plays a prominent role in the leadership, "especially the theories of transformational
leadership, servant leadership, and authentic leadership" (Northouse 2016). A well-known
leadership quote is that "trust is the lubrication that makes it possible for organizations to work"
(Bennis & Burt, 1985). "Several empirical studies have confirmed the importance of trust in
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manager as a mediator between the leader behaviors and performance" (e.g., Podsakoff et al.
1990; MacKenzie, Podsakoff, and Rich 2001).
Authentic Leadership
It is shocking to know that many leaders go to work while attempting to go with the right
personality, but the true one emerges outside work, and are shocked when they find out their
employees do not like or trust them. Leadership, however, in modern-day international
organizations is often deficient, and dishonesty well recognized with " institutions competing for
resources, glory, cheating" (Mohamedbhai, 2015). Series of scandals over the years has resulted
in the need for an ethical approach to leadership. These unethical behaviors can be seen all
through history, and we see from the scripture in (1 Kings 21:1) the story of Ahab and his greed
for Naboth's land and the willingness to acquire it at all costs.
Authentic leaders are not a new event, but now, more than ever, they are a need to lead
with integrity, honor, ethical, and moral behavior. Leaders that are needed who are true to
themselves and who can then, in turn, be true to others. "A Gallup poll stated that 62% of
Americans believe there is widespread corporate corruption, and 75% accept there is widespread
government corruption" (Gallup, 2015). (Lewis 2014), and others argue that the public is losing
trust in organizations and leaders. In other words, a manager may be charismatic but inauthentic
or authentic but not charismatic.
Authentic leadership has faced much criticism as it densely depends on the authentic
leader's life story, "it may be affected by their race, origin, socio-economic condition, and other
aspects" (Zhang, Everett, Elkin & Cone, 2012). Moreover, the amount and effectiveness of a
leader's authenticity are relative to the cultural, organizational and situational background and so
no singular interpretation of the theory is possible (Zhang et al., 2012). Hence, the methods of
an authentic leader in an organization based in an individualistic society, like the United States,
can come across as impolite or disrespectful in a collective society like Africa. Hence (Gardiner
2011) advises that the construct of authentic leadership is intensely faulty because it fails to take
into detail how social and historical circumstances affect one's ability to be a leader (Zhang et al.,
2012). Although its criticized, authentic leadership theory continues to be studied, measured, and
considered as a modern leadership theory. Trust plays a prominent role in leadership, especially
the theories of transformational leadership, servant leadership, and authentic leadership
(Northouse 2016). A well-known leadership quote is that "trust is the lubrication that makes it
possible for organizations to work" (Bennis and Burt 1985, 43).
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Authentic leadership is especially crucial today due to the decrease in ethical leadership
demonstrate in endless high-profile cases involving major corporations. Walumbwa et al. (2010)
conclusion suggests the "more leaders seen as authentic, the more employees identify with them
and feel psychologically empowered, are more engaged in their roles and establish more
citizenship-rated behaviors" (p. 910). Authentic leadership has not been displayed as a panacea
for corruption and greed but rather as a positive leadership model that emphasizes integrity,
honesty, ethical, and moral behavior. The theory has presented as having direct application in the
professional development of leaders within the workplace.
Transformational versus Authentic
A study was designed to examine the effect of the two leadership styles. To assist in
examining the moderating role of Knowledge Sharing in private universities in Jordan. The result
shows that leaders will be more efficient in problem-solving and achieving organizational
changes when organizational members experience a high degree of knowledge sharing. Based on
the results of this study, discovery showed that authentic leadership has no impact on innovation
in higher education from the perspective of private universities in Jordan. Transformational
leadership and its underlying behaviors are the most proper leadership style which provides a
supportive environment for innovation in private universities.
Reference
Covelli, Bonnie J, Mason, & Iyana, (2017), Linking theory to practice: Authentic leadership;
Academy of Strategic Management Journal.
Karen M. Peeskera, Lynette J. Ryalsb, Gregory A. Richc, and Susan E. Boehnked (2019),
Journal of personal sales & sales management.
Merida, T. (2015). Christ-Centered Exposition Commentary: Exalting Jesus in 1 & 2
Kings. Nashville: B&H Publishing Group.
Northouse, P. (2019). Leadership: Theory and Practice (8th ed.). Sage Publications Inc.
Hamzah Elrehaila, Okechukwu Lawrence Emeagwalib, Abdallah Alsaadc, Amro Alzghoulb
(2018), The impact of Transformational and Authentic leadership on innovation in higher
education: The contingent role of knowledge sharing
Running head: RESPONSE TO CLASSMATE 1
Response to Classmates
Name
Institution
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Response to Classmates
Response to Lauren
Transformational leaders are mainly concerned with the conception of valuable and
positive change within their followers by transforming them to be individuals who offer support
to their colleagues and the whole organization. Also, I would like to add to your perspective on
transformational leadership that this type of leader adopts a style that motivates their followers in
unique ways that other approaches do not utilize. In this regard, transformative leaders focus on
the innovative and creative capabilities of their teams to surpass their expectations of growth and
future success (Hetland, Hetland, Bakker, & Demerouti, 2018). Servant leaders, on the other
hand, are guided by the principle of offering service through basing their focus on the needs of
their subjects for their growth and wellbeing. The servant-leader adopts skills that mentor the
team to follow instructions and focus on the customer's needs instead of prioritizing their
personal elevation for overall development (DeConinck, Moss, & Deconinck, 2018). Hence, I
support your approach that the two leadership styles serve jointly because of their focus on
motivating their subjects to perform at their best abilities for the overall development of the
company and individuals.
Additionally, Abraham is a good example of a transformational leader who succeeded as
a monotheist in a highly pagan society. As a transformational leader, he emphasized the spread
of justice, compassion, and belief in one true God in all his interactions as part of his vision to
change his people from idol worshippers to believers of God. Similarly, Matthew chapter 20,
verses 25 to 28, described Jesus as a servant leader who preferred services to his people to the
recognition and admiration of the Gentile leaders despite their authorities over the land. Lastly, I
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agree with your assertion the application of servant leadership in the cultural context is crucial to
the success of the leader.
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References
DeConinck, J. B., Moss, H. K., & Deconinck, M. B. (2018). The relationship between servant
leadership, perceived organizational support, performance, and turnover among business
to business salespeople. Global Journal of Management and Marketing, 2(1), 38-53.
Hetland, J., Hetland, H., Bakker, A. B., & Demerouti, E. (2018). Daily transformational
leadership and employee job crafting: The role of promotion focus. European
Management Journal, 36(6), 746-756.
RESPONSE TO CLASSMATE 5
Response to Rachel
I agree with your recommendation of transformational leadership as the most effective
leadership style due to its emphasis on the promotion of practices that serve as models for the
followers to deliver optimal results that drives the team to shared goals. Also, I wish to add that
transformational leaders are effective due to how they utilize the collective identity of the team
as mechanisms to generate expected outcomes. As Buil, Martínez, and Matute (2019) started in
their article, the collective identity illustrates the connections between the organizational task and
the non-professional goals of the individuals, including self-identity and self-esteem. In this
regard, Jesus's determination to strengthen the vision of his disciples about the future and how
their adherence to the Word of God would lead to eternal life serve as an ideal example for this
attribute of the transformational leader. Therefore, I agree with all the perspectives on
transformational leadership that was discussed in your post.
Furthermore, I concur with your perspective that leaders need to adopt acts of integrity,
honor, and ethical and moral behaviors. According to Hanold (2017), this is a perspective that
can be fulfilled by authentic leaders who focus on inspiring loyalty and trust in their team
members or followers of their display of similar traits. In this regard, I strongly believe that
leaders need to be self-aware, possess relational awareness, and develop balanced processing
capabilities. Thus, authentic leadership is an effective style that was demonstrated by Jesus,
Elijah, Abraham, and Moses in the Bible to different generations of believers, which makes it
appropriate for contemporary to utilize it in their respective organizations.
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References
Buil, I., Martínez, E., & Matute, J. (2019). Transformational leadership and employee
performance: The role of identification, engagement and proactive
personality. International Journal of Hospitality Management, 77, 64-75.
Hanold, M. (2017). Toward a new approach to authentic leadership: The practice of embodied
dialogical “thinking,” and the promise of shared power. Advances in Developing Human
Resources, 19(4), 454-466.
