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Table of content

1. Abstract 2

2. Introduction .3

2.1. Evolution of servant leadership ....3

2.2. Servant leadership define ..4

2.3. Attributes of servant leadership.5

2.3.1. Listening .42.3.2. Empathy ..4

2.3.3. Healing ....42.3.4.Awareness ..52.3.5. Persuasion .....52.3.6. Conceptualization ..52.3.7. Foresight: ....52.3.8. Stewardship ...62.3.9. Commitment to the growth of people ....62.3.10. Building community .6

2.4. Servant leadership & transformational leadership ....7

2.5. Servant Leadership and Job Satisfaction...7

2.6. .Servant leadership model..8

2.7. .Servant leadership in organization..11

2.8. .Conclusion ..13

2.9. References ...14

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ABSTRACT

This research defines that Servant leadership is a developing idea in the range ofleadership theories. It is a leadership method that give intention to satisfy the needs ofthe person who works as a employee so that it improves job satisfaction and motivatethem to give focus to their work and provide their honesty due to its improves onportion, vision, values, teamwork and empowerment. The most important thing is tocomprehend the value of servant Leadership style and the attributes that showedservant leaders. The aim of this study linked the opinions of servant leadership ofworkers on changed places in the firms. The aim of this research also drives on toexamine if servant leadership compares by wanted leadership effects for instance jobsatisfaction by accompanying a examination of previous researches, doing a survey,investigation of figures and contribution references to managers, leaders with too firmsneeding to knowing Leadership of servant.

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Introduction

Evolution of servant leadership / origin

The word servant-leadership was first introduced in 1970 by Robert.Greenleaf, allowed the Servant to be the Leader. Robert Greenleaf was born, Indiana,and had done job in the ground of management study, development, and education at

AT&T.Green leaf has much experience of working in large organization and there the idea ofservant as a leader came to his mind. Though, the incident which formed thinking ofGreenleaf aroused in 1960, once he seen novel named Journey to the East byHermann Hesse which was an interpretation of a legendary trip of collection of personson a transcendent search. By having that story in mind, Greenleaf reached at point thatservant leaders are those leaders who serve first and then lead, who set their desires,

Motivation and attention above their own. Servant leaders give information to theirfollowers to grow, improved, more independent and more likely themselves to turn outto be servants.

The very first article was published In 1970 by Green lea named servant as leaderwhen he was 66,that was start of series thesis and books about servant leadership. Onthe decade his billions books was sold gradually and positively. Servant leadershipbooks by Greenleaf produced a profound, permanent impact on front runners, teachers,and those who are anxious with problem of leadership.

Servant leadership

(Greenleaf) The leader who serves first that is a leader being servant. he wrote in his

book named The Servant as Leader , thisstarts by the normal sentiment that

someone need to serve, but first. Before their awareness makes their mind strong and

inspires them to lead. The deference shows that the savant leader priority is that they

have to serve to needy. One of the better point is to accomplish those helped cultivate

as individuals; Motivate added independent, likely their selves to develop servants.

Green leaf said that the servant-leader is servant first It begins with the naturalemotion that one wants to serve. It is understood that servant leadership can not applyquickly but it is also not mean that it cannot be applied. Servant leadership is atransformational approach for long term in life of a person and work or job of a person.Servant leadership teaches that how to create positive feedback in society. Servantleader is a leader that who serves, or does services, willingly, happily.

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(Greenleaf, 1977; Pollard, 1996; Wilkes, 1996) servant leadership takes place whenleaders estimate the situation of the servant in their relationship with their followemployees. Servant leadership cannot be motivated by taking self interest somewhat itshould rise to gain level of motivation that give attention to others need.

(Nair1994)In place of extended as authority controls our philosophy about leadership ,we cannot move in the direction of a advanced standard of leadership we must placeservice at the primary for even through authority will continuously related withleadership it has only one legitimate use : service.

Attributes of servant leadership

Servant leadership states actuality of control daily of lifecycle, the moral limitations onthat along with helpful consequences those could be achieved over suitable usage of

control.After few years focusing carefully Greenleafsinnovative literatures, have pull out acluster having 10 attributes about leadership of servant which have viewed likepresence of serious reputation. Servant leadership have the following attributed:

Listening:Leaders are mostly known by their decision making skills and communication skills.Whereas these skills are also important for servant leader, they need to be protected bya deep promise to listening carefully to others. The servant-leader pursues to classifythe motivation of a team and supports to explain that motivation. Every one pursues to

listen openly that what is said and what is not said. Moreover listening includesreceiving in touch with ones individual inside opinion and pursuing to realize what onesinner self, and attention are interactive. Listening, attached with systematic times ofreflection, it is important to the development of the servant leader.

Empathy:The servant leader go all-out to understand and empathize with others. Individuals wantto acknowledged and accepted for their superior and unique spirits. One assumes thegood intentions of colleagues and does not discard them as individuals, even whilerejecting to accept their performance or act. The most popular servant leaders are thosewho have turn into skilled empathetic listeners.

Healing:The servant leader have to Learnthat how to cure. healing is a influential power forconversion and addition. There is the strong point of leadership of servant is thepossible for curing anybodysnature and elses. Lots of persons have destroyedfeelings and have agonized by a variability about expressive damages. While its aportion of be social, those leaders identify they possess a chance for aid variety entire

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persons having those they arise in touching base. Greenleaf inscribes in Servant asleader: that here exists a bit, understated connected toward someone being serving andran if, implied inside the compressed among servant leader and controlled onescan beunderstood that can sort out for the accomplishment could be something they stake.

Awareness:

Servant leaders strengthen over all awareness, particularly self-awareness. Creating apromise to stand-in awareness can be frighteningyou not ever know what you mayfind out. Awareness also supports one in accepting problems relating moral code andstandards. It enables to understand scenario even when they are complex.All-inclusiveplace. As per Greenleaf experiential: Consciousness isnt supporter of comfort this isfairly the conflicting. this is a interrupter and an arouser. Talented leaders are generallysuddenly wakeful with practically troubled. They arent pursuers afterward support.These got their individual internal tranquility.

Persuasion:

Other attribute servant leaders have is most important confidence upon urging, withoutusing their authoritative post while taking any decision inside an organization. Servantleader try for find ways to persuade all, somewhat force obedience. That specificcomponent deals the strongest differences among the customary controlling conceptalong with of servant.

Conceptualization:Servant-leaders seek towards support their abilities to dream countless dreams. Theability to look at a issues from a hypothesizing perception means that one must thinkbeyond day-to-day realities. For many managers this is a characteristic that requires

discipline and practice. The customary manager is attentive on the need to achieveshort-term operational goals. The manager who wishes to also be a servant-leader mustbounce his or her thinking to include wide-ranging based conceptual thinking. Withinorganizations, conceptualization is also the proper role of boards of trustees ordirectors. Unfortunately, boards can sometimes become involved in the day-todayoperations (something that should always be discouraged!) and be unsuccessful toprovide the unrealistic concept for an organization.

Foresight:Foresight is mostly concern with the conceptualization. the capability to predictexpected result of the condition is tough for expression, although simple for recognizing.

Anyone sees this if anyone one realizes it. Foresight is the attribute that allow the leaderof servant to have the idea about situation held earlier, and then express the prevailingtime with having idea of future. This be too intensely ditched with instinctive attention.like, one can assumption which forethought to be servant leader attribute innate.

Altogether attribute could deliberately established.

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Stewardship:(Peter Block) the author of the stewardship defines stewardship as allotment somewhatinto faith aimed at anyone else. Idea of Greenleaf, every organization has one in whichchief executive, employees, and executors every played important role in holding theirorganizations in trust for the better respectable of society. Servant-leadership, similar

stewardship, take responsibility first and leading a promise to serving the requirementsof others. That one more over highlights the use of honesty and encouragement ratherthan control.

Commitment to the growth of people:Servant-leaders have confidence that people have a basic value away from theirtangible assistances as employees. Such as, the servant-leader is totally committed tothe development of respectively and all individual contained by his or her organization.The servant-leader identifies the wonderful duty to do entirety within his or her authorityto encourage the individual, qualified, and spiritual development of workers. Inrepetition, this can contain actual activities such as creating accessible resources forindividual and qualified growth, taking a individual attention in the thoughts andrecommendations from everybody, cheering employee participation in judgmentcreation, and actively supporting laid-off workers to find further occupation.

Building community:The servant-leader intelligences that much has been missing in fresh social past as aconsequence of the move from native societies to huge organizations as the mostimportant shaper of social lives. This consciousness origins the servant-leader topursue to recognize some means for building public among those who work within agiven organization. Servant leadership advises that true society can be produced

among those who are self-employed and who are job persons.

(Greenleaf)All that is compulsory to reconstruct society as a feasible life form for large numbers ofpeople is for enough servant leaders to show the way, not by form activities, but byeach servant leader representative his own unlimited liability for a quite specificcommunity-related group. These ten characteristics of servant-leadership are by nomeans exhaustive. However, I believe that the ones listed serve to communicate thepower and promise that this concept offers to those who are open to its invitation and

challenge.

Servant leadership and transformational

leadership

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The research on Servant Leadership would be imperfect without comparing that to thehighest notice able matter in the present studies and theories of leadership, andTransformational leadership. Though servant leadership is telling about needs andwants of followers, in transformational leadership, charismatic leader is highlighted.

Leaders like Hitler and Napoleons were reflected as transformational leaders. Theywere unlike from servant leaders cause of that their goal did not pursue theimprovement of the followers, but somewhat their individual accomplish meant bypower abuse. Thus, transformational leadership has a possible immoral and unsocialaspect to it that could be broken by an dishonest leader. This is the peak harmful issuewith the Transformational leadership idea, it could be so successfully used for unethicalends and could disregard or lower the influences of followers for promotion their ownsakes (Whetstone 2002). Though, principles and ethical values looks like thefoundation for Servant Leadership. In opinion of Bass (2000), servant leadership is nearto the transformational mechanisms of encouragement and individualized attention.Though, the emphasis of servant leadership is to help the followers and peep in their

wants. That motivation to aid people supersedes goal of organization. Servantleadership is a concept which take objectives of organization as secondary and wouldbe attained in the long time by first aiming on the wants of the followers.

Servant Leadership and Job SatisfactionJob satisfaction of employees is well-defined as an behavioralconcept expressingsomeones assessmentof his or her work (Ilies & Judge 2004). Attitudes like jobsatisfaction are shaped from both emotional conditions and views about the work andthe firm. Locke (1976) well-defined satisfaction of job equally a delightful or positive

emotional condition causing from the assessment of ones work and job exposures.Study has proved that several aspects effects levels of job satisfaction employee.(Thompson2002) indicated, Job factors for exampleaccomplishment,acknowledgment, authority, possibility of development, and remuneration have aconnection with job satisfaction. Themethod leaders narrate to followers in an firmhave implications upon job satisfaction. Important attention has been emphasized onresearches of the behavior of leader and job satisfaction, but the outcomes have beenmixed up.( Fleishman & Harris 1962, Stogdill 1963; Skinner1969; House et al. 1971;Osborn &Hunt 1975) described a positive connection among behavior of leadership and

job satisfaction. two correlations found by Holdnak et al. (1993): a positive relationshipamong behavior of consideration and satisfaction and an negative relationship between

starting structure and satisfaction of job. Pool (1997) latelyendorsedthe Holdnak et al.(1993) conclusions and supplementary added motivation of workers as the mostinfluential forecaster of job satisfaction. Many more such as Greene (1975), Hampton etal. (1986) found no any relationship among the variables.

Servant leadership model

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( Robert Greenleaf 1977) the model of servant leadership give the impression specially

well-matched to provided that organizations with the authorization and participating job

attributes that are connected to both workers and purchaser fulfillment as well-known

above. (Greenleaf 1977) shapes that the attention of servant leadership for others not

only for self and on thoughtful the part of the leader as servant.

(Russell and Stone 2002) handle the situation of servant to someonescolleague,employees and wish to complete the wants of everyone.(Page and Wong 2000) explain that servant leadership is equal to serving others bydoing job or work to gain their improvement and well-being in command to meet goalsfor the mutual good. One more explanation here is that obvious in the servantleadership writings defines that servant leadership is like a distancing oneself fromusing power, inspiration and place to serve own self, and in its place gravitating to aposition where these instruments are used to empower, enable and inspire those whoare contained by ones round of inspiration

(Rude, 2003 in Nwogu, 2004, p.2). it a trust of servant leadership on followers to work inthe greatest welfares for the society and give attention on those supporters rather thancorporation aim.

According to (Stone, Russell & Patterson, 2004) it is proposed by our self that thedevelopment of service firms and established connections among job person wants andinspiration, needs and wants of customers and corporation financial act, done thereading of servant leadership specially on time.(Laub 1999; Parolini 2005), that corporations that invent the strong, servant thought

values will exploit the expertise of individually their workers and leadership. Servantleaders are powerful in unconventional way that permits more autonomy for groups to

work out their self-abilities

According to (Russell & Stone, 2002), stable with the abilities in the worker self-actualization model. One blame of servant leadership has been its shortage of carefrom published, well-made, experiential study.

(Northouse, 1997, p.245) show confidence that our examples are mostly anecdotal innature. (Northouse, 1997, p. 245). So, approval of the concept have not be situatedtough sufficient to create extensive reception. (Russell & Stone, 2002). This conflict isexistence the addressed from side to side improved experimental leading of servantleadership.

Developing a practical models to show the review of servant leadership (Robert F.Russell and A. Gergory Stone)

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MODEL FIRST

Independent variable

VALUES

Dependent variable

SERVANT

LEADERSHIP

Moderating variable

ENCOURAGMENT

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MODEL SECOND

Servant leadership in organization :

INDEPENDENT VARIABLE

VALUES

DEPENDENT VARIABLE

ORGANIZATIONA

L PERFORMANCE

SERVANT

LEADERSHIP

WORK

BEHAVIOUR

ORGANIZATIO-

NAL CULTURE

MODERATING VARIABLE

ENCOURAGMENT

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Employees performance has also be found to be confidently connected to companyssuccess.(Douglas and Fredendall 2004) discovered important association between employeeperformance and fiscal achievement and consumer fulfillment.(Anderson, Rungtusanatham, Schroeder, and Devaraj 1995; Douglas and Fredendall

2004) also discovered important association among employee performance andconsumer fulfillment.(Chien 2004) highlighted that the workers of organization fulfillment is communicate toperformance inspiration, is regularly connected with job attributes. These attributescontain decision-making, area for self-sufficient achievement, ownership, contribution,and leadership performance.

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Recommendations ConclusionFor summarizing the significance of servant leadership in firms that are highlycomplicated and widespread, this would not be wrong if said that servant leadershipmakes people able and encourage them to work(Irving 2004).It also should be focusedand implemented in todays organizations because it authorize and make peopleresponsible. As Walz (2001) defined, We live in a world crying out for leadership that isnot concerned with self-aggrandizement but with selfless sacrifice to witness dreamsand visions fulfilled in the lives of those being led. That creates a most important focusof study. Because of very less number of studies have been done in that subject,inadequacy of objectives, describable study in the different example of leadership stylethat is frequently ignored as a theory and this inclines to hurt by a firm distinctiveness.The objective of revealing this paper is to examine main aspects of servant leadershipand authenticate the association among the previous circumstances of servantleadership and now a days organizations. Findings of the research recommend apositive correlation between the two servant leadership and job satisfaction so itstresses the mangers and leaders that performing a servant leadership style would leadthem to enhanced job satisfaction thus ultimately increased job performance.