Topic 7: Servant Leadership and The Christian Worldview Continued

Topic 7: Servant Leadership and The Christian Worldview Continued

The two contending schools of thought argue that leaders are born, while the other posits that leaders are made (Penttily, 2021). Leadership is an extensive concept in healthcare, but typically, it happens when individuals begin to exert their power to transpose an individual’s actions or people for any motive (Bastardize & Van Vugt, 2019). Servant leadership is a relational influence where the leader seeks to serve the people other than themselves. Guided by the virtues of Christian belief of selflessness, integrity, respect, and morality, they strive to live the Christian outlook of serving others for the good of all (Sun et al., 2019). Whereas leadership is a relational influence, servant leadership is an influence guided by the Christian belief of selflessness in serving people and being in their situation to bring the best out of them to develop and make them grow. The objective of the essay seeks to underscore the personal model of leadership, servant leadership model comparison, and how they impact diverse teams and interdisciplinary collaboration. Further, it will highlight personal worldview and how it inspires followers.

Personal Model of Leadership

A personal leadership model refers to the capability to generate and employ an individual’s pragmatic leadership attributes to guide life to determine an individual’s direction. People utilize healthy attitudes to impact and steer follower

s and institutions (Decuypere & Schaufeli, 2020). My leadership model combines personal attributes, attitudes, and procedures that I operationalize to develop employees and the organization.

Leadership Model Comparison

Topic 7 Servant Leadership and The Christian Worldview Continued

Topic 7 Servant Leadership and The Christian Worldview Continued

My leadership model is comparable with the Transformational model of leadership. Characteristics such as inspiring trust in people, cultivating them, and respecting individuals for their unique leadership qualities are complementary to the transformational model. It seeks to bring change in people and organizations by creating a valuable and practical difference among the team members (Tintoré, 2019). Furthermore, comparing my leadership model with the servant leadership style, it comprises individual interlinkages in achieving authority rather than gaining power, esteeming the worth of followers, interfacing, and contaminant working to progress and prosper them. Moreover, it juxtaposes teamwork leadership, where leaders involve the people they lead in decision-making and responsibility operations (Tintoré, 2019).

Diverse Teams and Interdisciplinary Collaboration

 

 My leadership model, founded on the inspiration and dignity of team members, aids me in employing amalgamated ways and strategies to undertake leadership activities for different teams. The diverse leadership attributes have given me a higher notch in relational teamwork with team members and the augmentation of interdisciplinary cooperation during the execution of leadership projects (Edwards & Honeycutt, 2021).

Collaboration, inter-linkages, and involvement approaches with teams in shared decision-making have encouraged partnerships. My conformity to established sanctioned codes or accepted notions of right and wrong has informed and shaped my life purpose and is a means of inspiring team members (Edwards & Honeycutt, 2021). My moral beliefs have formed the element of honesty by which I have gained trust and authority to influence and progress with peers and work with diverse teams and disciplines more efficiently.

In realizing the organization’s vision, I have self-learn the need to be empathetic, esteem others better, and show concern for others. Therefore, through the performance of selfless servant leadership, setting an excellent example for followers, I have impacted and influenced the organizational system and enhanced partnerships of diverse disciplines while conducting leadership projects. (Edwards & Honeycutt, 2021).

Personal Worldview: Part B

 The term worldview refers to the objectives one can pursue and seek after in life anchored on the premise of individual beliefs and assumptions, which motivates them to tackle life challenges and issues. The thoughts and assumptions inform what is actual and realistic, experiences that can either be right or wrong, positive or negative, relating to leadership conduct and relations.

In nursing leadership, worldview avails the philosophical base upon which leadership is built (Entwistle, 2021). Every individual is unique, and as such, they are endowed with special attributes and perspectives of life that shape and inform their life realities, foundation, belief system, and experiences. In light of the prior understanding, my worldview relative to leadership is built on the understanding that recognizes individuals as unique and possessing exceptional leadership attributes influenced by culture, religion, spirituality, and epistemologically (van der Walt, 2019). Thus, for people to achieve leadership success that leaves a lasting mark on growth and development, they must show empathy and treat others with respect.

Team members who are honored and treated morally will perform equally. When leaders become good examples and best role models for the company’s employees, there will be a reciprocal outcome advantageous to the organization. (Edwards & Honeycutt, 2021). Moreover, I hold to the school of thought that a leader’s behavior is not only critical but also extremely vital in terms of perceptions formed by the external environment stakeholders. The behavior should mirror leaders’ values; such behaviors and actions stemming from the values must inspire team members or the employees. When a leader possesses the culture and ability to listen to and be thoughtful to followers, they may be able to aid and support employees or the followers to realize the organization’s vision and self-development and benefit (Owens et al., 2019).

Knowledge is progressive, and as such, a leader must continuously grow through learning to undertake the various duties in the organization. Similarly, the employees in an organization should know what they need to do. Hence, learning and perpetual work need to acquire advanced knowledge (Moldoveanu & Narayandas, 2019. A leader should be able to develop what needs to be done by fostering skills through study and practice. Thus, leaders must continuously develop their leadership to achieve the organization’s goals. Leaders function within the set guidelines and policies that bestow them with authority and powers; thus, a rational leader should not abuse power to intimidate followers. There is a need for order in the organization’s operations. Therefore, a leader must be orderly in conducting the responsibilities vertically and horizontally. A disorganized leader paralyzes the organizational systems and puts followers in disarray. (Moldoveanu & Narayandas, 2019).

Inspiration

Inspiration motivates and steers actions in employees. Individual and team performance levels have heightened and ignited innovation through joint partnerships, openness with followers, being honest, and bearing responsibility (Bratton, 2020). In addition, permitting members to contribute to the decision-making in the organization has enhanced individual potential, thus tapping into team members’ inner motivation and values. Moreover, I have motivated others to follow my leadership style of inclusivity, partnership, and respect in realizing goals (Bratton, 2020). Similarly, reinforcing professional relationships by spending quality time on one-on-one interactions to share with employees on their professional inputs, challenges, and concerns are some of the ways that I employ to inspire followers (Ali et al., 2020)

By sharing the organization’s vision and setting out vivid goals for team members, I have initiated open and healthy communication and engagement with my staff to inspire them to deliver the organization’s vision. Healthy working conditions, professional feedback, and rewarding individual members motivate employees (Owens et al., 2019). The religious teaching and practices have instilled in me noble norms. The norms and virtues have shaped my life to regard and esteem other people’s worth, co-exist peaceably with others, and practice honesty. In this way, followers are impacted to equally reciprocate by showing respect and honesty between and among teams (van der Walt, 2019).

Doing the right thing in leadership develops the organization and the stakeholders internally and externally. Thus, standing for the correct principles and policies and applying the policies across the board without preferences have reinforced trust with followers. Similarly, using principles of justice and integrity has encouraged responsibility. Culturally, I was taught all human beings are regarded equal, so the vices of negative ethnicity. Racial discrimination based on color is something that I find offensive and does not entertain in the workplace. Moreover, life has trained me to work smart and hard in my leadership, redeeming to provide quality service.

Spiritually, I have been in brotherhood love so that in the organization, I am constrained and guided by the golden rule and the moral laws availed in the Christian Holy Book. It behooves me to give professional recommendations and guidelines in undertaking organizational duties. If the proposals and the policies have not adhered to the disadvantage of the organization, the individual must be directly responsible. Offering discipline is a spiritual way of restoring sanity for right doing (Ali et al., 2020).

 Conclusion

Leadership is an extensive conception comprising the culture of people trying to exert their authority to transpose the actions of others for any given objective. Servant leadership is a concomitant influence where the leader seeks to serve followers other than themselves. The individual leadership model is the ability to evolve and apply an individual’s pragmatic leadership characteristics to inform life’s direction. Additionally, the personal leadership model includes empirical attributes persons employ to influence followers and organizations.

The perspectives include attitudes and measures that leaders use to ensure the institution’s dynamics operations come to successful completion. Moreover, a servant leadership culture of collaboration, inter-linkages, and relations with peers in shared decision-making has fostered partnerships. Further, worldview is how individuals engage with everyday life issues guided by beliefs, assumptions, experiences, behaviors, and relationships. All these perspectives inform people’s actions, influencing team members, thus impacting their productivity in the organization and individual progress.

References

Ali, A., Wang, H., & Johnson, R. E. (2020). Empirical analysis of shared leadership promotion and team creativity: An adaptive leadership perspective. Journal of Organizational Behavior, 41(5), 405-423. https://doi.org/10.1002/job.2437.

Ali, M., Aziz, S., Pham, T. N., Babalola, M. T., & Usman, M. (2020). A positive human health perspective on how spiritual leadership weaves its influence on employee safety performance: The role of harmonious safety passion. Safety Science, 131, 104923. https://doi.org/10.1016/j.ssci.2020.104923

Bastardoz, N., & Van Vugt, M. (2019). The nature of followership: Evolutionary analysis and review. The Leadership Quarterly, 30(1), 81-95. https://doi.org/10.1016/j.leaqua.2018.09.004

Bratton, J. (Ed.). (2020). Organizational leadership. Sage.

Decuypere, A., & Schaufeli, W. (2020). Leadership and work engagement: Exploring explanatory mechanisms. German Journal of Human Resource Management, 34(1), 69-95.

https://doi.org/10.1177%2F2397002219892197

Edwards, J. W., & Honeycutt, A. E. (2021). The Impact Of Leadership And Followership: An Organizational Phenomena. Journal of Applied Business Research (JABR), 37(4), 95-98.

https://www.clutejournals.com/index.php/JABR/article/view/10376

Entwistle, D. N. (2021). Integrative approaches to psychology and Christianity: An introduction to worldview issues, philosophical foundations, and integration models. Wipf and Stock Publishers.

Moldoveanu, M., & Narayandas, D. (2019). The future of leadership development. Harvard Business Review, 97(2), 40-48.

Owens, B. P., Yam, K. C., Bednar, J. S., Mao, J., & Hart, D. W. (2019). The impact of leader moral humility on follower moral self-efficacy and behavior. Journal of Applied Psychology, 104(1), 146. https://psycnet.apa.org/doi/10.1037/apl0000353

Paterson, T. A., & Huang, L. (2019). Am I expected to be ethical? A role-definition perspective of ethical leadership and unethical behavior. Journal of Management, 45(7), 2837-2860.

https://doi.org/10.1177%2F0149206318771166

Penttilä, S. (2021). Leadership: Are Leaders Born or Made? https://urn.fi/URN:NBN:fi:amk-2021120623958

Sun, J., Liden, R. C., & Ouyang, L. (2019). Are servant leaders appreciated? An investigation of how relational attributions influence employee feelings of gratitude and prosocial behaviors. Journal of Organizational Behavior, 40(5), 528-540. https://doi.org/10.1002/job.2354

Tintoré, M. (2019). Introducing a model of transformational prosocial leadership. Journal of leadership studies, 13(3), 15-34. https://doi.org/10.1002/jls.21664

van der Walt, B. J. (2019). The leadership crisis in Africa-approaching it from a worldview perspective. Journal for Christian Scholarship= Tydskrif vir Christ like Wetenskap, 55(1-2), 127-148. https://hdl.handle.net/10520/EJC-17a10c3d3d

  Excellent Good Fair Poor
Main Posting 45 (45%) – 50 (50%)

Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources.

 

Supported by at least three current, credible sources.

 

Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.

40 (40%) – 44 (44%)

Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module.

 

At least 75% of post has exceptional depth and breadth.

 

Supported by at least three credible sources.

 

Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.

35 (35%) – 39 (39%)

Responds to some of the discussion question(s).

 

One or two criteria are not addressed or are superficially addressed.

 

Is somewhat lacking reflection and critical analysis and synthesis.

 

Somewhat represents knowledge gained from the course readings for the module.

 

Post is cited with two credible sources.

 

Written somewhat concisely; may contain more than two spelling or grammatical errors.

 

Contains some APA formatting errors.

0 (0%) – 34 (34%)

Does not respond to the discussion question(s) adequately.

 

Lacks depth or superficially addresses criteria.

 

Lacks reflection and critical analysis and synthesis.

 

Does not represent knowledge gained from the course readings for the module.

 

Contains only one or no credible sources.

 

Not written clearly or concisely.

 

Contains more than two spelling or grammatical errors.

 

Does not adhere to current APA manual writing rules and style.

Main Post: Timeliness 10 (10%) – 10 (10%)

Posts main post by day 3.

0 (0%) – 0 (0%) 0 (0%) – 0 (0%) 0 (0%) – 0 (0%)

Does not post by day 3.

First Response 17 (17%) – 18 (18%)

Response exhibits synthesis, critical thinking, and application to practice settings.

 

Responds fully to questions posed by faculty.

 

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

 

Demonstrates synthesis and understanding of learning objectives.

 

Communication is professional and respectful to colleagues.

 

Responses to faculty questions are fully answered, if posed.

 

Response is effectively written in standard, edited English.

15 (15%) – 16 (16%)

Response exhibits critical thinking and application to practice settings.

 

Communication is professional and respectful to colleagues.

 

Responses to faculty questions are answered, if posed.

 

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

 

Response is effectively written in standard, edited English.

13 (13%) – 14 (14%)

Response is on topic and may have some depth.

 

Responses posted in the discussion may lack effective professional communication.

 

Responses to faculty questions are somewhat answered, if posed.

 

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.

0 (0%) – 12 (12%)

Response may not be on topic and lacks depth.

 

Responses posted in the discussion lack effective professional communication.

 

Responses to faculty questions are missing.

 

No credible sources are cited.

Second Response 16 (16%) – 17 (17%)

Response exhibits synthesis, critical thinking, and application to practice settings.

 

Responds fully to questions posed by faculty.

 

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

 

Demonstrates synthesis and understanding of learning objectives.

 

Communication is professional and respectful to colleagues.

 

Responses to faculty questions are fully answered, if posed.

 

Response is effectively written in standard, edited English.

14 (14%) – 15 (15%)

Response exhibits critical thinking and application to practice settings.

 

Communication is professional and respectful to colleagues.

 

Responses to faculty questions are answered, if posed.

 

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

 

Response is effectively written in standard, edited English.

12 (12%) – 13 (13%)

Response is on topic and may have some depth.

 

Responses posted in the discussion may lack effective professional communication.

 

Responses to faculty questions are somewhat answered, if posed.

 

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.

0 (0%) – 11 (11%)

Response may not be on topic and lacks depth.

 

Responses posted in the discussion lack effective professional communication.

 

Responses to faculty questions are missing.

 

No credible sources are cited.

Participation 5 (5%) – 5 (5%)

Meets requirements for participation by posting on three different days.

0 (0%) – 0 (0%) 0 (0%) – 0 (0%) 0 (0%) – 0 (0%)

Does not meet requirements for participation by posting on 3 different days.

Total Points: 100