Dissertations / Theses: 'Servant Leadership Theory'

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Daniels, Lydia M. "Servant Leadership and Non Servant Leadership Organization Triple Bottom Line Reporting Outcomes." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2923.

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The competitive environment of the 21st century, failure of U.S. companies, and the financial crisis of 2008 have moved leadership expectations to the forefront of research. However, there is a lack of empirical research about organizational reporting outcomes of self-identified servant leadership (SL) organizations compared to self-identified nonservant (non-SL) organizations. Guided by Greenleaf's SL theory, the purpose of this study was to compare information on organizational data for triple bottom line (TBL) reporting outcomes in SL organizations and non-SL organizations. Using causal comparative research design and global reporting initiative data with a sample of 12 organization reports, reporting outcomes were compared from 6 SL and 6 non-SL organizations. The independent variables were SL and non-SL organizations. The dependent variables were TBL outcomes (social, financial, and environmental) with 55 intervening variables such as economic impact, greenhouse gas emissions, and human rights. Data analysis included descriptive statistics such as comparative analysis of the total and average of reporting outcomes and inferential statistics such as t tests. Findings of the study showed no statistically significant differences existed between TBL reporting outcomes of SL and non-SL organizations. Implications for positive social change lie in the focus on humanism in leadership in which organizational reports provide reliable outcome data for future community building and influence on social good.

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Spain, Michele Anne. "Changing the world through servant leadership." Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3632614.

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Leadership theories provide guidance, methods, and models for effective leaders. Many leadership theories, such as transactional, transformational, and servant leadership, identify a set of leadership traits or behaviors an effective leader possesses. Robert Greenleaf's (1970) servant leadership theory and characteristics have endured for decades. Greenleaf's servant leadership theory has resurfaced and grown in popularity as evidence by his work being widely cited in new publications, leadership journals, and articles on servant leadership (e.g., Ken Blanchard, Stephen Covey, and Peter Senge).

A number of authors have studied Eunice Kennedy Shriver and written about her leadership style, but no one to date has conducted an analysis to determine if her characteristics match those of a servant leader. This dissertation was a historical case study to recognize the leadership of Shriver and analyze the supposition that she was a servant leader. Shriver had the vision that became the Special Olympics movement that transformed the lives of people with intellectual disabilities and their families and communities worldwide. The fact that under the leadership of Shriver the Special Olympics achieved global success makes a study of her leadership style significant to the field of organizational leadership.

This qualitative case study sought to determine if leadership behaviors of the research subject, Eunice Kennedy Shriver, exemplified the 10 characteristics (behaviors) of servant leadership as defined by Robert Greenleaf (1970) and Larry Spears (1995, 1998b).

Servant leadership is the antithesis of leadership in much of corporate America. For decades, American managers of large corporations and the military have applied an autocratic (command and control) style of leadership. Servant leaders are selfless and seek to invest in the people they lead by genuinely caring about them and their success. They understand that success is realized through the efforts of their followers over selfinterest (Greenleaf, 1977).

Leadership can be a company's competitive advantage, and servant leadership can be the key element. Laub (1999) and Parolini (2004) found that organizations that fostered a servant leadership culture capitalized on the skills of both their employees and their leaders, which led to greater employee engagement and profitability (Block, 1993; Wheatley, 2005).

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Meyer, Alan E. "Servant Leadership Attributes in Undergraduate University Students." Thesis, Concordia University Chicago, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3572623.

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The objective of this research study was to ascertain if attributes of servant leadership were more fully developed in undergraduate students nearing graduation than in those students who recently embarked on their university program. The university at which the project was completed endeavors to make its undergraduate students servant leaders as publically stated in its vision, mission, and other public statements and documents. The results of the research indicate that of the five servant leadership attributes selected, the seniors indicated higher scores in two categories, lower in one, and showed no statistical difference in the other two. As a result of this study, therefore, it cannot be concluded that the upper classmen had stronger servant leadership attributes than freshmen. The implications of this result include the need for further study around the students’ environments and history, the institution’s curriculum and extracurricular content, and the culture of the university in light of its mission and vision.

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Lemoine, Gerald James. "Closing the leadership circle: Building and testing a contingent theory of servant leadership." Diss., Georgia Institute of Technology, 2015. http://hdl.handle.net/1853/53862.

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Servant leadership focuses on stakeholder concern and follower development and empowerment. It has begun to emerge as a useful perspective of leadership within academic research, but theoretical development remains limited, and some of its key propositions have not been tested. In this dissertation I build and test a theory of how servant leadership works, why it works, and when it works. Drawing on the extant servant leadership literature, a social learning perspective, and research on gender roles and schemas, I propose a conceptual definition and theory of how servant leadership impacts two characteristics of followers (prosocial motivation and psychological capital) to affect distal outcomes including voice and performance. I also test servant leadership's impact on the spread of servant leadership behaviors to followers, a key proposition of servant leadership for nearly fifty years which has never been empirically tested. Further, I propose gender and gender schemas as potential moderators of servant leadership, arguing that the more communal emphasis of this approach may interact with sex role factors to impact its effectiveness, such that females may actually have an advantage in using servant leadership, as opposed to the implicit masculine advantage in other leadership behaviors. To answer these research questions, I conducted a temporally lagged multi-organizational study testing the mediators, moderators, and outcomes of servant leadership. Using a variance decomposition approach to clustered and cross-level interactions in an HLM framework, I find substantial support for my theoretical predictions. Results support the idea that exposure to servant leadership behaviors is associated with all three performance outcomes, including an employee's own enactment of servant leadership, both directly and through the mediating effects of positive psychological capital. These effects were contingent as hypothesized, such that servant leadership was more powerful when used by a female manager, and when experienced by individuals with high female gender schemas. Theoretical and practical implications of these conclusions, as well as future research suggested by these results, are discussed.

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Bowe, Stuart Mitchell. "Servant Leadership Dimensions of Bahamian Hotel Industry Front-Line Workers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4503.

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The tourism industry dominates the Bahamian national economy. While seaport visitor arrivals continue to rise, stopover visitor arrivals continue to decline due to a recurring theme of negative front-line hotel staff attitudes. Eliminating negative staff attitudes toward stopover visitors is important for hoteliers, the government, and all stakeholders of the Bahamian tourism industry. Guided by servant leadership theory, the purpose of this research was to investigate the servant leadership dimensions that motivate Bahamian front-line hotel workers. This quantitative cross-sectional study involved the use of the Servant Leadership Survey (SLS) developed by Dierendonck and Nuijten. There were 8 specific servant leadership dimensions measured against 7 sociodemographic attributes to answer 2 research questions (RQ). A random sample of 646 front-line hotel workers participated in the study. For RQ1, independent t-tests and one-way analysis of variance produced significant results for the union, region, and department demographic groups. For RQ2, k-means cluster analysis generated a 2-cluster model with significant F-statistic value contributions across all 8 composite variables. Based on the final cluster centers, the 8 SLS composite variable average mean results equate to cautious support for the acceptance and application of servant leadership. The research findings may lead to positive social change by supporting the creation of a new leadership model in the Bahamian tourism industry that enables hoteliers to increase Bahamian front-line hotel workers' motivation and thereby decrease negative staff attitudes manifested in the workplace.

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Herbert, Stacie Lynn. "A comprehensive literature review and critical anaylsis of servant leadership theory." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005herberts.pdf.

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Graham, Daria-Yvonne J. "Intersectional Leadership: A Critical Narrative Analysis of Servant Leadership by Black Women in Student Affairs." University of Dayton / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1523721754342058.

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Gregory, Curtis J. "Relationship Between Emotional Intelligence and Servant Leadership in Banking." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2975.

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U.S.-based financial institutions have experienced significant failure rates since the mid-1980s. The problem within the U.S.-based banking industry is that the focus of leadership development has been primarily on cognitive abilities, whereas interpersonal skills, such as emotional intelligence, have been neglected. Research has focused on U.S. bank failures from a risk mitigation, economic, or legislative perspective, creating a gap in research on leadership behavior. The purpose of this correlation study was to determine whether a significant relationship exists between emotional intelligence and servant leadership among leaders in the U.S. small business banking industry. The theoretical framework compared intelligence types to leadership styles to explain leadership behavior. A convenience sample of leaders within the Qualtrics database of small business-bankers was surveyed from a composite survey for levels of servant leadership and emotional intelligence simultaneously. Pearson's correlation coefficient was performed to test the hypothesis. A statistically significant relationship was found between servant leadership and emotional intelligence. Social change implications of this study include improving employee engagement and retention, along with stakeholder engagement through the identification of leaders high in servant leadership style and emotional intelligence. Positive economic, social, and environmental benefits could be gained through improved organizational performance of U.S.-based banks by improving the selection and development of leaders in small business lending willing to embrace a stakeholder management theory.

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Timiyo, A. J. "Conceptualisation of the leading manager theory in higher education institutions : insights from servant leadership." Thesis, University of Huddersfield, 2016. http://eprints.hud.ac.uk/id/eprint/31100/.

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Managing Higher Education Institutions, during periods of change and transformation, can be daunting; and calls for good leadership principles within these institutions. Unfortunately, there are no particular leadership principles by which Higher Education Institutions can effectively be managed. Servant leadership might possibly bridge this gap. Hence, this study seeks to develop and thus, present a leadership theory for the effective administration of Higher Education Institutions. Informed by an interpretivist philosophical paradigm, the study adopted grounded theory research design to purposively collect data among twenty-five leaders in nine Higher Education Institutions in England and Scotland through a semi-structured, but well-adjusted interview schedule. The data was transcribed verbatim, coded to identify core categories, and further analysed using NVivo 10, first and second order modified Prasad (1993) concept card. Based on work motivation and Upper Echelon theories, the study provides empirical evidences that the leadership narrative in Higher Education Institutions is inconsistent, yet quite fascinating. Five leadership orientations— assertive, defensive, subjective, positional and systemic, as well as five leadership practices— diversity, professionalism, open door policy, creative thinking and servant leadership principles, were identified from the data. A total of eleven servant leadership principles were found, which are accountability, awareness, communication, empathy, exemplary leading, fore-sight/vision, integrity/honesty, mentoring/pastoral care, Personal and Professional Development (PPD), self-sacrificing, and trust/humility. While most of the principles are similar to those identified from previous studies, Personal and Professional Development is quite significant to this study. Participants also suggested three leadership taxonomies— blended, collegial and contextual leadership approaches, needed for the effective management of Higher Education Institutions. However, contrary to previous research findings, collegial leadership was the most preferred among the three approaches. Beyond extending and advancing research on servant leadership and Higher Education Institutions, this study presents the Leading Manager Theory to demonstrate the complexity of managing the institutions. It uniquely combines two different theories to gain contextual knowledge and understanding of servant leadership. The study has theoretical, practical and societal implications.

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Fields, Thomas Brandon. "How Servant Leadership Impacts Interpersonal Conflict Between Employees and Their Supervisors." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5334.

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Managing interpersonal conflict between employees and their supervisors continues to be a challenge for all employees. Researchers have studied how leadership styles relate to conflict management in organizations, but little is known about how servant leadership relates to conflict management in the workplace. Servant leadership is a management style in which one motivates his or her employees by serving them. The purpose of this dissertation was to investigate how 7 servant leadership dimensions exhibited by supervisors correlated with 5 conflict management styles used by employees when employees had a conflict with their supervisor. A web-based survey invitation was shared with social service employees in 1 social service organization, an online participant recruitment service, and several social service-related groups on LinkedIn, and resulted in a sample of 230 participants. Stepwise multiple regression analysis was used to determine if a predictive relationship existed between the servant leadership dimensions, measured by the Servant Leadership Scale, and helpful and unhelpful conflict management styles, measured by the Rahim Organizational Conflict Inventory-II. Servant leadership exhibited by supervisors correlated positively with both helpful and unhelpful conflict management styles used by employees. Findings from this dissertation can facilitate social change by helping supervisors learn how their actions impact their staff members' preferred conflict management styles. Specifically, supervisors can modify their leadership styles to encourage staff members to use the integrating conflict management style when disagreements arise between them and their staff members.

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Needham, Maria Rosetta. "Relationship Between Servant Leadership Characteristics and Turnover in Fast-Casual Restaurants." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5027.

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In the United States, turnover threatens the economic status of the restaurant industry. In 2016, the turnover rate for the fast-casual restaurant dining industry was 1.8 million people with approximately 3 million people working in the industry. Restaurant leaders struggle with solutions to help reduce the problems of turnover. Guided by the servant leadership theory, the purpose of this correlational study was to examine the relationship between empowerment, interpersonal support, and turnover in the fast-casual restaurant industry. A convenient sample of fast-casual restaurant supervisors (n =58) in the Midwestern region of the United States completed a survey with questions related to empowerment and interpersonal support from the servant leadership survey and questions from the turnover survey. The results of a multiple regression did not predict turnover F(8, 49) = .976; p >.05; R2 = .137). The effect size indicated that the regression model accounted for 14% of the variance in turnover. Empowerment (Î² = -.023, p = .916) did not relate any significant variation in turnover. Interpersonal support (Î² = .066, p = .146) did not relate any significant variation in turnover. Empowerment and interpersonal support could affect social change by enhancing the well-being of employees, which can encourage employees to provide better service in the restaurant business. Empowerment and interpersonal support include motivating factors in employee development, leading to volunteer and charitable contributions in the communities.

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Saboe, Kristin N. "Prioritizing Those Who Follow: Servant Leadership, Needs Satisfaction, and Positive Employee Outcomes." Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1758.

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Servant leaders seek to fulfill the needs of followers and promote their success and well-being through a follower-centric, generative approach to leadership. This study proposes a model to describe the mediating mechanism of follower needs satisfaction, as proposed by Self-Determination Theory (SDT), for the relationship between servant leadership (SL) behaviors and employee outcomes (e.g., job performance, job attitudes, well-being, community prosocial behavior). Supervisor-subordinate dyads (N = 147 pairs) from four diverse organizations completed surveys about the supervisors' leadership behaviors and the subordinates' job experiences. Structural equation modeling and regression analyses were conducted to determine the nature of relationships between SL, SDT needs, and the organizational outcomes. Direct and indirect effects were observed among these variables, suggesting SDT primarily mediates the relationship between supervisors' SL behaviors and subordinates' job attitudes.

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Taylor, Simon Michael. "The development of a personal philosophy and practice of servant leadership : a grounded theory study." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1012986.

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The purpose of this study is to develop a substantive grounded theory explaining the development of a philosophy and the practice of leadership amongst young adults who had attended Hilton College and whom were exposed to their servant leadership development programme. The grounded theory method in this study was developed using conventions identified by Strauss and Corbin (1990) and relying upon a collection of incidents noted during interviews with former students, teachers, housemasters, headmaster and Hiltonian Society board members. In total thirty-six interviews were conducted over a period of four years in South Africa, the United Kingdom and Kenya. Using the grounded theory methodology, an understanding of the theoretical model emerged through the development of a personal philosophy and the practice of servant leadership. Related to the central phenomenon of individual leadership philosophy and practice, the causal condition of opportunity to lead, influenced how the individual philosophy and practice emerged. Strategies used by the participants to nurture their philosophy and practice of leadership were the leadership development programme, community service, feedback and reflection. The data identified the intervening conditions and conditions relating to the context of the leadership philosophy and practice. The consequences of developing a leadership philosophy and practice were related to leadership behaviour; self-esteem; growth; follower relations; empowering of others; and relationship to institutions. The theoretical model illustrated the holistic nature of an individual’s leadership philosophy and practice. In this instance, the nature of the data revealed that the individual's leadership philosophy and practice that developed amongst the participants was predominately servant leadership. The different approaches to leadership development were scrutinised with the intention of locating the grounded theory that developed in this study, within the available literature. The literature did provide some useful insights, in particular the social field theory of Bourdieu (1998), which offered a more encompassing explanation and showed much promise in providing an understanding of leadership development. Wheatley's (1999) interpretation of field theory further explained the influence of servant leadership in leadership development. Finally, the researcher developed a set of propositions and recommendations for practice and future research and discussed the value of this research.

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McClellan, Patrice Akilah. "WEARING THE MANTLE: SPIRITED BLACK MALE SERVANT LEADERS REFLECT ON THEIR LEADERSHIP JOURNEY." Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1143220325.

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Wilson, Douglas Francis. "Servant Leadership and Job Satisfaction in a Multicultural Hospitality Organization| A Quantitative, Non-experimental Descriptive Study." Thesis, Grand Canyon University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3597448.

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The purpose of this quantitative, non-experimental descriptive study was to examine the relationship between servant leadership and job within a multicultural hospitality organization. The theoretical foundation of the study, servant leadership, was supported by the premise that servant leaders within multicultural organizations value the job satisfaction of their employees. Thirty-nine employees completed the Organizational Leadership Assessment (OLA) survey instrument, and the data were analyzed through the utility of SPSS v. 20. The results revealed that a statistically significant relationship existed between servant leadership and job satisfaction as perceived by culturally diverse employees within a hospitality organization (r = 0.635; p < 0.0005). Thus, the discovery of this new knowledge contributed to the fields of cross-cultural leadership, servant leadership, and hotel management regarding the potential utility of servant leadership principles within a multicultural hospitality organization.

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Roach, Craig Matthews. "An exploration of the influence of ethnicity on followers' perceptions of effective leadership." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/31623.

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Despite a great deal of interest in leadership as a field of study, little research has been conducted on what followers want from their leaders. Furthermore, the relationship between follower ethnicity and their view on leadership has been largely neglected. This study therefore sought to investigate how followers perceive effective leadership and, therefore, what they expect from good leaders. The study also sought to investigate what influence, if any, a follower’s ethnicity has on their understanding of effective leadership. The study adopted a qualitative, phenomenological methodological approach to address the research purposes. Semi structured interviews were conducted with a sample of seven black South African undergraduate students in Gauteng. This sample was selected to avoid including individuals who may have had formal exposure to leadership theory or significant experience as leaders in organizations. The discussions were recorded and transcribed, before being captured in Atlas.ti. Thematic coding was carried out to analyse the data. The findings of the study showed that respondents valued follower-centric leadership, with a particular emphasis on leaders listening to followers. Other good leadership behaviours highlighted by respondents included communication and values. Respondents indicated that their views on leadership were influenced by their cultures. It was not possible to isolate the influence of a specific ethnic identity on perceptions of leadership because respondents were able to identify with more than one ethnic identity, referred to as biculturalism. Biculturalism tended to occur as a result of a respondent having parents from different ethnicities, growing up in a multi-ethnic township or exposure through multicultural institutions such as schools and churches.
Dissertation (MCom)--University of Pretoria, 2013.
Human Resource Management
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Dragicevic, Domagoj, and Simon Lindqvist. "Vad kan företagsledare lära sig av sport management? : En studie om servant leadership och motivation." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26138.

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ABSTRACT Title: What can business leaders learn from sport management? Authors: Domagoj Dragicevic and Simon Lindqvist Supervisor: Monika Wallmon and Maria Fregidou-Malama Date: 2018 – January Purpose: The purpose of this study is to increase the understanding for business leaders about how they can use servant leadership to motivate employees seen from a sport management perspective. Method: This is a qualitative study based on 11 semi-structured interviews used to collect data. The theoretical framework under which the empirical data was analysed in consists of the Self-Determination theory. Results and conclusions: The results indicate that the athletes feel that relatedness is the most prominent of the three basic needs according to SDT to create motivation followed by competence and autonomy. Autonomy did not show to be an important basic need to create motivation compared to relatedness and competence. Suggestions for future research: A similar study to the one we have conducted with a larger number of respondents and from a larger group we believe could have affected the result. A larger group could complicate leadership as well as the relatedness within the group, which makes us think this would be an interesting topic to investigate further. Contribution of the thesis: Business leaders can utilize this study as it highlights the apparent connection between individuals need of relatedness and competence to their experienced motivation. Motivated employees have shown to be more creative and show a greater tendency to remain within the company. Key words: Servant leadership, Self-Determination theory, SDT, motivation

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Berglund, Angela, and Tina Holtz. "Ledarskap för ökad effektivitet i byggproduktion." Thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Byggnadsteknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40447.

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Purpose: The population of Sweden is steadily increasing, which raises the need for new infrastructure and new buildings. To meet these demands the construction industry must become more efficient. According to several researchers, better leadership can be a part of accomplishing this. Discussions regarding leadership are mostly from the leaders’ perspective and usually the decisions about what kind of leadership is needed is made by the leaders themselves. Not very often do the followers get a chance to share their thoughts on what they need to become more efficient. Earlier research shows a correlation between motivation and efficiency. Therefore, this study attempt to find out what motivates construction workers. This study intended to examine what type of leadership construction workers think they need to become more efficient. The study’s aim was to contribute knowledge about how leadership can increase the efficiency on the construction site. Method: Two methods for data collection were used. A literary review based on effective leadership and interviews with construction workers about their thoughts on what type of leadership would increase their motivation and efficiency. Findings: This study has, by answering the research questions, contributed knowledge about how leadership can increase the efficiency on the construction site. The construction workers are of the opinion that their leaders have a big impact on their efficiency. The leaders’ knowledge and experience of the production phase as well as their ability to communicate and plan ahead were all seen as factor that affect their efficiency. The literary review for this study found 23 effective leadership traits. According to the construction workers the leadership skills that contribute the most to their motivation and efficiency are humility, relationship-management, and self-awareness. Connecting the construction workers responses to the efficient leadership theories showed that the most relevant theories for increasing the workers motivation and efficiency are Transformational and Servant Theory. The theory of Servant is the most relevant since it focuses on the followers. Implications: To increase the efficiency one must focus on the people in the industry. By changing the leadership based on the construction workers' opinions their efficiency can be increased. Therefore, it is recommended that leaders on the construction site work with the leadership theories Transformational and Servant and that they develop the effective leadership traits, especially the traits the construction workers find most important. Limitations: This study was limited to the leadership from the site supervisor to the construction workers. The focus was on what type of leadership the construction workers wanted to become more motivated and efficient. Furthermore, the study was limited to four leadership theories and effective leadership traits. Keywords: Efficiency, motivation, effective leadership traits, Contingency Theory, Transformational Theory, Transactional Theory, and Servant Theory.
Syfte: Sveriges befolkning växer stadigt vilket medför en ökad efterfrågan på nya bostäder och ny infrastruktur. För att tillgodose denna ökade efterfrågan behöver byggbranschen bli effektivare. Enligt flera forskare kan effektiviteten delvis ökas genom bättre ledarskap. Diskussioner om ledarskap utgår nästan enbart från ledarnas perspektiv och det är vanligt att ledarna bestämmer vilken typ av ledare som behövs. Det är sällan följarna får chansen att framföra åsikter sina om vad de behöver för att bli mer effektiva. Tidigare forskning har också visat att det finns ett samband mellan motivation och effektivitet. Därför undersöktes även vad som motiverar yrkesarbetarna. Denna undersökning avsåg att ta reda på vad yrkesarbetarna anser sig behöva för ledarskap för att bli mer motiverade och effektivare. Målet med undersökningen var att bidra med kunskap kring hur ledarskap kan öka effektiviteten i byggproduktionen. Metod: I undersökningen användes två metoder för datainsamling. En litteraturstudie med utgångspunkt i effektivt ledarskap samt intervjuer med yrkesarbetare om deras syn på vilket ledarskap som skulle öka deras motivation och effektivitet. Resultat: Genom att svara på frågeställningarna har undersökningen bidragit med kunskap kring hur ledarskap kan öka effektiviteten i byggproduktionen. Yrkesarbetarna anser att produktionsledaren har stor inverkan på deras effektiviteten. Det som påverkar är produktionsledarens kunskap och erfarenhet om produktionen samt deras förmåga att kommunicera och planera arbetet. Under litteraturstudien påträffades 23 effektiva ledaregenskaper. Enligt yrkesarbetarna är det egenskaperna ödmjukhet, relationshantering och självkännedom som bidrar mest till att öka deras motivation och effektivitet. Genom att koppla yrkesarbetarnas svar till de effektiva ledarskapsteorierna har det visat sig att Transformational och Servant Theory är de mest relevanta teorierna för att öka yrkesarbetarnas motivation och effektivitet. Eftersom Servant Theory fokuserar på följarna anses den mest relevant. Konsekvenser: För ökad effektivitet ska fokus läggas på de människor som branschen består av. Genom att anpassa ledarskapet efter yrkesarbetarnas åsikter kan deras effektivitet öka. Med anledning av detta rekommenderas det att ledare i byggproduktion arbetar med ledarskapsteorierna Transformational och Servant, samt att ledaren utvecklar de effektiva ledaregenskaperna, framförallt de egenskaperna som yrkesarbetarna efterfrågade. Begränsningar: Undersökningen behandlade endast ledarskapet mellan produktionsledaren och yrkesarbetarna. Fokus låg på vilket ledarskap yrkesarbetarna ville ha för att bli motiverade och effektiva. Vidare begränsningar var att enbart undersöka fyra ledarskapsteorier samt de effektiva ledaregenskaperna. Nyckelord: Effektivitet, motivation, effektiva ledaregenskaper, Contingency Theory, Transformational Theory, Transactional Theory, och Servant Theory.

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Tangen, Josefin, and Pauline Wiberg. "Kompetens, autonomi och samhörighetens betydelse för arbetsmotivation : En studie om medarbetares motivation inom upplevelseindustrin." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26193.

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Titel: Kompetens, autonomi och samhörighetens betydelse för arbetsmotivation – En studie om medarbetares motivation inom upplevelseindustrin Nivå: C-uppsats i ämnet företagsekonomi Författare: Josefin Tangen, Pauline Wiberg Handledare: Monica Wallmon, Maria Fregidou-Malama Datum: 2018 – januari Syfte: Syftet med denna studie är att öka förståelsen för hur individens grundläggande behov av kompetens, autonomi och samhörighet påverkar arbetsmotivation inom upplevelseindustrin. Metod: Studien utgår från en kvalitativ metod med semistrukturerade intervjuer. Sammanlagt 10 intervjuer genomfördes med medarbetare inom upplevelseindustrin. Det insamlade materialet har analyserats med hjälp av en tematisk analys. Resultat & slutsats: Resultatet av studien visar att samtliga tre grundläggande behov påverkar arbetsmotivationen hos medarbetare inom upplevelseindustrin, samt att ledningen arbetar med att främja dessa tre behov. Respondenterna anser att ledningen arbetar med att främja samhörighet på ett tillfredställande sätt men att arbetet med att tillgodose behovet av kompetens och autonomi kan förbättras. Förslag till fortsatt forskning: Då flertalet respondenter poängterat att positiv återkoppling från kunder är av stor betydelse, föreslår vi att fortsatta studier kan undersöka om kundens återkoppling möjligen upplevs viktigare än ledarens återkoppling för medarbetare inom upplevelseindustrin. Ytterligare förslag till fortsatt forskning är att genomföra en mer omfattande studie för att skapa djupare förståelse, eftersom att denna studie är begränsad till endast tio intervjuer. Då studien endast utgår från ett medarbetarperspektiv skulle framtida forskning avseende behovstillfredsställelse och arbetsmotivation utifrån ett ledningsperspektiv bidra till ökad förståelse inom ämnet. Uppsatsens bidrag: Genom denna studie har vi ökat förståelsen för hur individens tre grundläggande behov påverkar arbetsmotivation inom upplevelseindustrin, som är ett outforskat område. Denna studie tillför således ett teoretiskt bidrag gällande ett nytt område, upplevelseindustrin, till den befintliga forskningen avseende arbetsmotivation. Vi menar också att denna studie bidrar till praktiken då vi uppmärksammat och studerat medarbetarens centrala roll inom upplevelseindustrin. Denna studie kan således ge ett bidrag till ledare inom upplevelseindustrin i deras arbete med att motivera medarbetare, vilket i det förlängda leder till en positiv upplevelse för kunden och en lönsam verksamhet. Nyckelord: Upplevelseindustrin, arbetsmotivation, kompetens, autonomi, samhörighet, Self-Determination Theory, Servant Leadership.
Title: The importance of competence, autonomy and relatedness for employee motivation - a study about employee motivation within the experience economy Level: Final assignment for Bachelor Degree in Business Administration Author: Josefin Tangen, Pauline Wiberg Supervisor: Monica Wallmon, Maria Fregidou-Malama Date: 2018 – January Aim: The aim of this study is to increase the understanding of how the individual's basic needs for competence, autonomy and relatedness affect employee motivation within the experience economy. Method: The study is based on a qualitative approach. A total of 10 interviews were conducted with employees in the experience economy. We analyzed our material using a thematic analysis. Result & Conclusions: The result of this study shows that all three basic needs affect employee motivation within the experience economy. This study also shows that management is working to promote these three basic needs. Respondents believe that their need of relatedness is promoted in a satisfactory manner, but that efforts to meet the need for competence and autonomy can be improved. Suggestions for future research: Since the majority of respondents emphasized that positive feedback from customers is of great importance, we suggest that further studies investigate if customer feedback is possibly more important than the leader’s feedback for employees in the experience economy. Since this study is confined to only ten interviews another proposal for future research is to do a more extensive study in order to create deeper understanding. As the study is based solely on an employee perspective, we suggest that further studies can investigate need satisfaction and employee motivation from a management perspective to contribute to deeper understanding within the matter. Contribution of the thesis: Through this study, we have increased the understanding of how the individual's three basic needs affect employee motivation in the experience economy, which is an unexplored area. Therefore, this study adds a theoretical contribution to existing research in employee motivation in terms of a new field, the experience economy. We also believe that this study contributes to the practice as we have noted and studied the central role of employees in the experience economy. This study can therefore contribute to leaders in the experience economy in their efforts to motivate employees, which in the long run leads to a positive experience for the customer as well as a profitable business. Key words: Experience economy, employee motivation, competence, autonomy, relatedness, Self-Determination Theory, Servant Leadership.

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Correa-Cespedes, Blanca. "Authentic Servant-Leadership Exemplified by Early Childhood Educator David Lawrence Jr.: A Case Study." FIU Digital Commons, 2016. http://digitalcommons.fiu.edu/etd/2453.

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Advocacy and leadership style are essential concepts in education. This qualitative case study was undertaken to demonstrate how Robert K. Greenleaf’s servant-leadership framework could be a useful framework to adopt by educational leaders and child advocates. Servant-leadership identifies the needs of others as a primary goal of leadership. The study contributes to understanding the value of exemplary servant-leadership and advocacy in public education as demonstrated by David Lawrence Jr. The researcher addressed questions regarding how Lawrence embodies servant-leadership traits and explored how a servant-leader has been positively influencing early childhood public educational policy in Florida to benefit all children. There were 16 interviews conducted with individuals from four interest groups in Florida: business leaders, political leaders, local South Florida leaders and educational leaders. In addition, data were gathered by observing and interviewing Lawrence. His speeches and other archival documents were also analyzed. The findings illustrated the ten traits of the servant-leadership framework and identified five additional traits modeled by Lawrence that have contributed to his influence on public educational policy. A paradigm shift from authoritarian leadership to an authentic servant-leadership style that advocates for young children and promotes the importance of early childhood educational policy. The dichotomy examined throughout this research focused on servant-leadership and advocacy that is instrumental to make a difference in education as an educational leader navigates through political agendas. Lawrence leads a “Children’s Movement” in Florida that includes an ongoing bi-partisan individuals movement that has changed early childhood education in Florida. The findings of this investigation validate that servant-leadership framework could influence the transformation of public education.

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Martin, Mark Anthony. "Servant Leadership Characteristics and Empathic Care: Developing a Culture of Empathy in the Healthcare Setting." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1572254537330104.

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Banis, Alvianos, and Jonas Johansson. "Political Communication Strategies Applied on Business Organizations." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-38244.

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The purpose of this paper is to describe the current communication techniques and strategies used by political parties resulting in these parties achieving significant growth, understand the components of those communication techniques in order to isolate the factors attributing to this achieved success and develop a model that can be replicated from a business organization in order to achieve similar beneficial results.The study revealed that there is a clear connection between political parties and business organizations, broadening the research fields of both entities respectively. Furthermore, the findings were categorized based on potential value, with practices such as “thriving on dissatisfaction”, “taking advantage of emotions”, “showing visible structures as an organization / political party”, “intentional use of weak signals”, “leader’s direct connection to audience” and “formulating receiver interpretation of signals” appearing to have high potential in achieving success if implemented correctly in the communication strategy.

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Pierce, Stephen Brian. "Exchange relationships between leaders and followers in Baptist churches." Thesis, University of Pretoria, 2007. http://hdl.handle.net/2263/29456.

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This research into Baptist leadership examines the processes of Christian leadership in terms of human relationships in churches under the microscope of a leadership theory known as leader member exchange theory (LMX), and discovers the correlation between a high level of LMX in a local church and the positive outcomes of leader legitimation in a society where pastoral tenure and pastoral termination project disheartening statistics. LMX theory is particularly suited for the study of the Baptist congregational leadership paradigm with emphasis on heightened follower participation in dyadic relationships between the pastor and church members. In the light of current convoluted leadership praxis, provides an appropriate theoretical tool for relational analysis. The background to this thesis is the perceived growing inclination among Baptist pastors to adopt a leadership paradigm, which exalts the person and role of the pastor to the exclusion of the church members. This “great man theory” is being modeled from sources that focus on church growth rather than church health, and represents a departure from servant leadership, which has long been the model for Baptists in general. This “new” trend of charismatic leadership may be one of the reasons for the inclination toward shorter tenures and pastoral termination, among Baptists, particularly in the USA. Understanding the peculiarities of congregational government is of particular importance to the research, with emphasis on the perceptions and expectations of church members regarding current leadership in their local church, and how the perception of personal value correlation translates into member satisfaction. The Literature on leadership offers a multiplicity of innovative ideas, mostly focused on the leader, and after literature research into the subjects of transactional transformational, complexity theory, and servant leadership no single theory of leadership offers completeness, hence the term quantum or complexity will assist in moving Baptist pastors from average leadership. Thesis (PhD (Practical Theology))--University of Pretoria, 2007.
Practical Theology
PhD
unrestricted

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Jang, Jichul. "A Multi-Level Examination of Factors Predicting Employee Engagement andits Impact on Customer Outcomes in the Restaurant Industry." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1373985282.

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Perryman, Donald L. "The Role of the Black Church in Addressing Collateral Damage From the U.S. War on Drugs." Antioch University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1560867458247709.

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Annor, Grace. "Exploration of the Organizational Culture of Selected Ghanaian High Schools." Ohio University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1459503954.

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Johnson, Jaime Mecholle. "Life in Balance: The Work-Life Balance Stories of Black Female School Leaders." ScholarWorks@UNO, 2018. https://scholarworks.uno.edu/td/2529.

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The purpose of this study is to examine the work-life balance experiences of Black females school leaders. Due to the inherent intersectionality of race and gender that is experienced by Black females, a study of their unique experiences with work-life balance is valuable to the field of educational leadership. The responsibilities associated with school leadership positions are extensive and those school leaders who also have spouses and children must figure out a way to fulfill responsibilities associated with each role. Work-life balance is important to understand for school leaders whose career responsibilities may interact with those associated with their personal lives. The theoretical framework, Black Feminist Thought, guided the data collection and analysis processes, and provided the basis for the resulting narrative findings. This study gave voice to an otherwise silenced, marginalized group, Black female school leaders. All data was synthesized into narratives and from these narratives came six themes: (1) Familial Sacrifice; (2) Servant Leadership; (3) Informal and Formal Work-life Balance Policies; (4) Notion of Self-Care; (5) Upbringing and Black Females’ Prideful Identity; and (6) Black Females having to prove themselves. While this study does not show evidence of school leaders having achieves work-life balance, the findings will inform the practices of perspective Black female school leaders and add the voices of Black female school leaders to the literature on Black female school leader’s experiences with work-life balance.

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Buffenbarger, Jennifer Sylvia. "Nurses' Experiences Transitioning from Staff Nurse to Management in a Community Hospital." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2346.

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This project study addressed the problem of frequent turnover of nurse managers at a Northeastern community hospital. The lack of retention of nurse managers has led to attenuated support for the nursing staff who continued to hold the front line in patient care. The purpose of this qualitative bounded case study was to explore nurse managers' experiences with turnover in order to identify strategies for enhancing retention. Work empowerment and servant leadership theories served as the frameworks for the study. Research questions focused on nurse managers' perceptions of empowerment and servant leadership characteristics that were important in decisions to assume and remain in a management/leadership role. Data collection included audio-recorded interviews with seven current or past full-time nurse managers, and observation of three of the participants at a leadership meeting. Interview transcripts were open coded and thematically analyzed. Observation data were categorized according to empowerment and servant leadership characteristics. Five themes were identified that related to research questions: struggling in management transition, seeking opportunity for transformation, being committed but powerless, embarking unprepared on an unplanned journey, and having the presence to lead others by serving. The findings of this study guided development of a 12-month program for new nurse managers that integrated characteristics of servant leadership to empower leaders and others. These contributions may promote positive social change by preparing new nurse managers for their role and developing their skills to become successful nurse managers.

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Field, Eilis Ann Marie. "Small primary schools : should we have faith in theoir leadership?: An exploration of servant leadership in small Catholic primary schools." Thesis, University of Birmingham, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.521490.

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Moyer, Gregory D. "The utilization of Hersey and Blanchard's situational leadership theory to develop a strategy for supporting and training a technical support department in a company serving the Christian community." Online full text .pdf document, available to Fuller patrons only, 2001. http://www.tren.com.

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Chirume, Erasmus. "A Study of Educational Leadership: The Principals' and Teachers' Perceptions of Teacher Leadership Dynamics in Southeast Ohio." Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1214860712.

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Ford, Jackie M., and Nancy H. Harding. "Followers in leadership theory: Fiction, fantasy and illusion." 2015. http://hdl.handle.net/10454/7627.

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yes
This article introduces a critical approach to follower/ship studies through exploring the unarticulated but highly influential implicit academic theory of follower/ship that informs dominant paradigms of leadership. Research into follower/ship is developing apace but the field lacks a critical account. Such an absence of critical voice renders researchers unaware of the performative effect of their studies, that is, how their studies actively constitute that of which they speak. So, do studies of followers (and leaders, it follows) constitute that very actuality they are studying? Analysis of seminal papers in three major categories of leadership, leader-centric, multiple leadership and leader-centred, shows that leadership theory is underpinned by the desire for power and control over the potentially dangerous masses, now labelled ‘followers’. The etiolated perspective of the people called ‘followers’ undermines leadership theory, and we recommend the wisdom of leaving follower/ship unexplored.

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Reno, Mark. "Integrative Executive Leadership: Towards a General Theory of Positive Business Leadership." Thesis, 2012. http://hdl.handle.net/1807/33859.

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Business today is conducted within societies facing complex global challenges and unprecedented demands for effective, ethical, and excellent business leadership that proactively manages its societal impacts. Integrating economic success with service of the common good requires a sound, shared understanding of “positive” executive business leadership to guide executive selection, education and development, and practice. This thesis formulates and theoretically grounds a general theory of positive executive business leadership. Integrative Executive Leadership (“IEL”) addresses the individual, pairs/groups/teams, organizational, and societal levels of business. Within these contexts, IEL exercises positive integrative agency through multi-stakeholder professional stewardship, integrated performance management, and living codes of ethics. This requires the practice of five mutually-reinforcing positive behavioural repertoires: contemplative self-leadership, functional-relational facilitative leadership, full range managerial-leadership, visionary strategic leadership, and transforming-developmental leadership. These are reinforced by five positive philosophies or styles of leadership: authentic, moral, spiritual, servant, and wise leadership. Consequently, IEL is predicated upon essential competencies, attainments, and positive dispositions. Especially, IEL requires the cultivation of positive psychological states, traits, and virtues, eudaimonic character, postautonomous levels of ego development, psychological complexity, integrative consciousness and flow. In addition to promoting intrinsic morality, these farther reaches of human nature contribute to effective and excellent leadership performance. Integrative Executive Leaders do well by doing good. IEL was developed through multiparadigm theory-building, adopting a pragmatic epistemology, and employing a transdisciplinary, positive scholarship approach to integrate the findings from a broad range of qualitative and quantitative research from the humanities and the social sciences. IEL theory articulates important theoretical relationships derived from: leading insights from management and organization theory; salient research findings from the social sciences and the humanities; insights from positive psychology, positive organizational behaviour, positive organizational scholarship, constructive developmental psychology, transpersonal psychology, and integrated empirical ethics; interpretive analyses of the biographies of great world leaders; and, a rich case study of an extraordinary executive business leader. Accordingly, IEL is advanced as an emergent theory with both theoretical grounding and empirical reference. The path forward requires further transdisciplinary, multiparadigm, multi-method research to further develop and refine IEL and establish it as a grounded theory of positive executive business leadership.

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Bvuma, Solani Victoria. "A model of shared leadership in local government." Thesis, 2014. http://hdl.handle.net/10500/14330.

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Knowledge management (KM) has been cited as a strategic asset and a source of competitive advantage for organisations. While the issues of KM have been widely discussed by many researchers, there is a paucity of studies pertaining to the role of KM in enhancing organisational performance, especially in the banking sector. The focus of this research was to investigate the role of KM in enhancing organisational performance in selected banks of South Africa. The objective was to find out how knowledge was identified, captured, organised and retained in order to enhance performance of the banks. There is uncertainty about whether the use of KM could partly solve the banks‟ approaches to improving their quality of service to their communities in the modern information environment. Though KM has been implemented in commercial and business environments towards operational advantages and financial gains, KM survival principles and tools might help South African banks improve performance and fulfil their mandate. Knowledge, when properly managed, can significantly enhance an organisation‟s performance. The research design that was used in this study was an embedded case study design. Quantitative data were collected from a sample of middle level managers with the aid of a survey whilst interviews and document analysis were used to collect qualitative data. The findings of this study indicated that KM concepts were not universally understood at selected banks. The findings showed that collaboration between banks and the communities in creating a meaningful and relevant knowledge environment was essential for the survival of organisations. The banking industry practices were not deliberately based on KM but the study established that they were amenable to KM practices. The recommendation was to perform a knowledge inventory which could help develop appropriate institution-wide policies and practices for proper and well-organised methods of integrating work processes, collaborating and sharing (including the efficient use of knowledge technology platforms), and developing an enabling institutional culture.
Psychology
Ph. D. (Consulting Psychology)

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Dissertations / Theses on the topic 'Servant Leadership Theory'

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