C&C Africa Store

C

Portfolio of Visions

Olusanya Oyeyemi

Walden University

MMSL 6900

                                                               Dr. Marilys Taylor

August 21, 2016

Abstract

This paper enumerates my life mission statement, life vision statement, Walden path, and key areas of my portfolio of vision in MSL program, under six topics; Family and home, Financial and Career, Spiritual and ethical, Physical and Health, Social and Cultural, and Mental and Education. I expatiate on my goals and action steps in the next one, five, fifteen, and twenty years.

Life Mission Statement

In one's lifetime, it is always a good thing to think of the time of old and has a plan, that is why all forms of insurance are existing, bank savings and God also instructed us to be prepared for the end time when everything shall come to an end. I am more than satisfied with the syllabi of this program challenging us to put in writing our vision statement for the time of old. My life mission statement is to help anybody that needs my help at whatever capacity God direct me. Make people happy and at the same time see life in another dimension, teach life moral lesson, expose the secret of life that leads to salvation and willfully make a change if they need to make an amendment. Exploring my God giving talents to develop scripts, enact it and produce movies that will make a correction to the way of life and enhance the society norm.

Life Vision Statement

My life vision statement is to first establish my own business that will give me freedom to pursue my dream. After that, I will be devoted to writing the inspirational script, action movies that will teach and enlightens humanity. I will write stories that will not be sectional, but address the politics, religion, business and every aspect of human lifestyle, irrespective of the race, sex and age of the people. Every one of my audiences will find my work useful and impactful in their life. I will fulfil my dream by establishing a studio that will improve Nollywood production with the world standard, and spiritual undertone entertainment industry. I will be committed to writing inspirational stories, enact and produce movies that will not just entertain but make the positive impact on humanity.

My Walden Path

I chose my Walden path of the Master in Leadership one, to learn what is expected of an effective leadership. Even though I have not occupied any leadership role since I started my working career yet, I desired this program because of some fortune I had to lead in my early life right from elementary school through to my college. I deem it fit that it is reasonable to plan ahead before such opportunity comes my way again than for it to come and meet me unplanned.  Two, I chose this course to become a professional businessman, learn what it takes to start and sustain a business in this century where technology changes every day.

Sequel to my reflection journals, many topics ideas struck me in the course of this program and I have put them into actions immediately. This course gave me an analysis of how the effectiveness of team depends on the role-play by the leader of the group and how the leader's relationship with the followers enhances the ability of the leader to bring out the creativity in the group. In this century where the whole world has become a global village, I learn in this course the competencies necessary to become a global leader; over sea knowledge, personal character to accommodate others, sensitive to cultural diversity. Skills and ability, ambitious to learn the new culture, global strategic thinking of foresight and sharing ideas over networking, inspirational skills for the better understanding of employee to give an appropriate coaching and mentoring, eloquent communication of convincing voice coupled with enhancement of information technology. All these are the characteristics of the global leaders. This course exposed me to what paradigm shift mean, that is, ability to spot where changes in system or business are necessary (Barker, 1992, p.149).

In addition, another thing that struck me was the tools given to identify organization problems. Tools like PEST, Chess Game, and Crisis management was easy for me to apply and able to see things from others perspectives. Mintzberg inferred that even though the pressures of the workplace hardly encourage thoughtful action, managers are expected to slow down and reflect…companies must commit to one another and their enterprise (2009). This program also gave me what I need to maximize the potential of my workers, and I learned that coaching and mentoring fully engage workers in their potential in this era. I learn how to begin a coaching dialogue, rewire my brain to make a different as a mentor, make single conversation, and understanding and selecting coaching models. I realized that mentoring enhance staff development while coaching is a means to an effective collaboration in an organization. “Successful peer coaching team developed skills in collaboration and enjoyed the experience so much that they wanted to continue their collegial partnerships after initial goals” (Showers and Joyce, 2002). Lankau et al., inferred that “mentors foster nurturing environments wherein protégé may develop faster and more compete in the organization and as leaders” (1996). Senge pointed out that “today’s problem come from yesterday’s solution” (2006), this struck me along with organization ‘stall point’. I learn in this course that at a particular time in the life cycle of any organization, they would experience stall point; when a premium position backfires, when innovation management breakdown, when a core business is abandon when talent comes up short, and when what you know is no longer so. I learn that in the situation like this, leaders have to create more holistic measurement systems to overcome limitations.

Reflecting on all these struck points, my orientation about leading people has changed, now I understand the importance of sharing others view of circumstances, it does not mean one is a weak leader but it shows leadership flexibility in management and enhances the leader-follower relationship. In addition, more vocabularies were added; paradigm shift and stall points were new to me and at the same time, these new ideas has propelled my entrepreneurship to be an active social change originator. For this reasons, I have taken a bold step of faith to make my impact known in social change activity in my community. I am in the process of getting a business license for the small business for African groceries stores. This move will put a stop to one to two hours’ drive before my people could shop for African/Caribbean foodstuff.

Family and Home

Hope to grow a Christian family, a family that will be Christ like sample where Bible is practicable. In the next one year, I want to move closer to my family, engage in work that will make bring me closer to my family, have time to train my children and show my loving caring for my wife. I grew up in a culture where extended family is cherished; therefore, I will do all within my capacity to show my appreciation to my in-laws. In the next five years, I would have been well established in my new location and would have more resources to travel around. I would take my children to  my country for their academics, study our culture and learn my local language.

In the next fifteen years, I would unite all my siblings’ family and my brothers and sisters family as well. I will make sure the big families continue to grow in Christ and in unity. Make sure we know each other, closer to each other by celebrating together.  And in the next 20 years, I would be more of a home person, reduce my workload and have more time for my wife.

Financial and Career

In the next one year, my goal is in line with one of our previous discussion in the class where we discussed our plan for community development project and I chose small business due to the stress involve before we can find African/Caribbean groceries in the high desert.  To the glory of God, all is set for the business to take off and this will be one of the achievements of this program. By September unfailingly, the store will witness a ground opening and start full operation. In the next five years, apart from serving my people to relieve them of the stress involve to drive a long hour before they could buy our local foods, the business will be a supporting income to my family and make my family busy while I am away pursuing my career in film industry.

In fifteen years from now, the business will be the primary and be supporting income for the family, as soon as I begin to make money in the entertainment industry, the money will be re-invested in the business for expansion. The vision is to be shipping in and out of America as the business continues to grow. In the twenty years, I will be handing over the management of the business to the interested ones among my children, those that have shown interest by getting involve in the business and know in and out of the business after their university degree.

Spiritual and Ethical

For the fact that I am new in my present location, and all family responsibility of the young father, I have been relaxing in my involvement in church activities. In one year from now, I will be more involve in church activities, and be more faithful in my financial responsibilities. In the next five years, I will dedicate to training my children in a moral and spiritual foundation. I will enroll all my children in Christian school, where they do not just teach only the academic but also impact moral and spiritual etiquette into their pupils, clearly outline in their syllabi.

In the next fifteen years, I want to establish my own world in the film industry, dedicate to only spiritual and ethical film production. My bible tells me that even if we are in the world, we are not of the world (John 17:14).  I would write my script, act and produce my own movie in all formats; action, thriller or epic movie. Call it any name but one thing that matter is that it will be spiritually inclined and ethically scripted. I will dedicate my artwork to the preaching of Christ’s gospel to humanity across the globe via entertainment industry. In twenty years, I would incorporate my children into the acting job as their interest goes. Those that are not interested in the entertainment industry will have the right to their choice of career but I and their mother will guide them on the right path. I will make sure they do not deviate from the spiritual and ethical path I had shown them.

Physical and Health

I am a lover of sport but because of the injury involve, I had removed soccer from my favorite sporting activities. Table Tennis/ Pin Pong is now my number one indoor game. I lost my Table recently but within the next one year, I would make sure I buy a replacement for it. I am planning to buy a house as well, in which I would try to make sure is a pool house like my previous one to familiarize my kids with swimming. In the next two to five years, I should have moved out of rented house to my own house, equipped with more indoor sporting equipment like; treadmills, bike, swimming pool etc. These will help me to maintain my fitness as long as I am still in U.S. Navy selective reserve; it is mandatory to exercise regularly to be fit.

In the next fifteen years, I will buy more health care insurance to compensate for whatever my present health care is not covered. I will make sure all my family is fully covered with health care. In the next twenty years, I will make sure all my family continues to eat our homemade African food and make sure all my children learn how to cook. These are healthy foods compare to all the fast foods and refrigerated or pre-cooked foods in all American grocery store.

Social and Cultural

I still believe that I will travel wide some day despite the fact that I had known many people at different working pleases and have traveled to more than fifteen countries while serving in U.S. military. I still want more on my own because I have confirmed an adage that says ‘traveling is part of education’. Military travel is restricted, no liberty of your own, you either go out in three or more, which deprived you of your personal interest. I need this more to establish my tentacle in the film industry, networking is part of what keep artist busy in the industry. In next one year, I would use all my social media more when I am done with my classes. Presently, I have friends on Facebook, Link In, and connect with friends on the histogram and follow some notable people on twitter.

In the next five years, all my progress in the artwork will be published in all these social media networks and it will be my major source of reaching my fans to listen to their review and feedback for improvement. All my artwork will be endowed with universal culture, base on the theme of each screenplay, I will showcase the cultural heritage of every location that feature in my story. Most especially African culture will always have its place in every script I write and produce.

In fifteen years to come, I will employ all necessary assistance to help my children learn more than one language, at least two – my native language, Yoruba, and English. I will train my children in Yoruba culture, even though living in America. Possibly, my children education will be both in Nigeria and America, in other to be able to differentiate between the two culture and pick what is best for them. In the next twenty years, I will be the custodian of African culture both in dressing and socializing practices.

Mental and Education

I have submitted my application for graduation and will continue my class work towards the success of the graduation. After this program, I will continue my education, I have the intention of using my part of my 19 months left over from my Gi Bill to pursue a certificate in Animation at Victor Valley college. 

In the next five years when I will become an independent producer, I will incorporate my scriptwriting skills with animation to make great movies. Fifteen to twenty years, I will start developing an electronic version of all African local indoor games and make them accessible worldwide.

Reference

Barker, J.A. (1992) Paradigms: The business of discovering the future. New york: HerperCollins.

Marquardt, M. (2002). Building the learning organization: Mastering the five elements

            for corporate learning. Palo Alto, CA: Davies-Black Publishing.

40–143. Retrieved from Business Source Premier Database

Lankau M.J., Scandura.T.A., Tejeda M.J., & Werther B.W ( 1996). Perspective On Mentoring.

            Leadership and organizational Development Journal. 17.3 p.50. Expanded

Mintzberg, H. (2009). Rebuilding companies as communities. Harvard Business Review.

Senge, P. (2006). The fifth discipline: The art & practice of the learning organization. New            York, NY:  Doubleday.

Showers B. & Joyce B. (2002). The Evolution of Peer coaching. Educational Leadership.

Retrieved from: EBSCO; http://sfxhosted.exlibrisgroup.com/waldenu?sid=google&auinit=B&aulast=Showers&atitle=The+evolution+of+peer+coaching&title=Educational+Leadership&volume=53&date=1996&spage=12&issn=0013-1784

Servant Leader Deficit in Political Leadership: A political leader Literature Review

Olusanya Oyeyemi

Walden University

MMSL 6900

                                                               Dr. Marilys Taylor

August 14, 2016

Abstract

Despite the popularity of servant-leadership in the last four decades and the continuous research to its best implementation in the organization, it is not the same in the political setting. Education and experience that are the major factor in organizations are not a factor in politics. Scholars have identified bureaucracy, the hierarchy in democracy and lack of visionary value as the major problem servant leadership face in politics. This paper research and review some literature to authenticate the course of servant leadership deficit in politics, and how to resolve it. The idea is to help servant leaders in politics succeed in politics, know what to do to maintain their ethical value they study in college and experience acquired from their prior secular job.

1. Introduction

Every time people expect changes in government, hoping for new era from any newly install political leader or aspiring politician. This expectation is almost always chartered after a few days, months or years in office. People expect a change in the system of government “to bring about a difference in form, quality, or state of the organization” (Van de Ven & Poole, 1995, P. 512, as cited by Hickman, 2010, Loc. 1055). Making a change in politics is not as easy as it is for any leader in the organization, changes in politics is complex because of many systems that are involved, this reduces the changes the numbers of changes in politics compare to other field of leadership Hickman, 2010, Loc. 4183). It is, therefore, more reasonable for any aspiring leader who wants to make change to be prepared most especially politician. History shows that Babangida was the first Nigerian military president that was prepared for the post. He actively sought political power prior to coming to office, prepared for it and waited patiently for it to come his way (Siollum, 2013. Loc. 1348).

The leader that can make change are those that are well prepared for the unexpected, since one is expecting the unexpected it will be easy to be composed in turbulence time, which may not always be problematic or negative. Any leader or organizations that adapt successfully and find new opportunities and see the environment as more dynamic than turbulent (p.34) are change leader. Every leader needs to have an understanding that leading change is ignited by purpose, influenced by context, and linked to concepts and practices of both leadership and change, which function jointly to create new outcomes  (p xii) To do this, leader must have a “long-view, provides perspective on human capability to imagine and change social systems” (p. 29). Kelley buttress this that “people who are effective in the leadership role have the vision to set corporate goals and strategies the interpersonal skills to achieve consensus, the verbal capacity to communicate enthusiasm to large and diverse groups of individuals, the organizational talent to coordinate desperate efforts, and above all, the desire to lead” (1998, p146 as cited in Hickman, pp. 56-57).

Over four decades, servant leadership has gained more popularity in the field of leadership and organizational management. Greenleaf pointed out “servant-leadership emphasizes increased service to others, a holistic approach to work, promoting a sense of community, and the sharing of power in decision-making” (2004, p.12). Unlike organizational leadership that was based on academic merits, experience, and past performance, in addition, political leaders rely more on their ability to convince their electorate with their campaign. During campaign, all politician vow to serve in one capacity or the other, emphasizing their ability to lead, make a change and correct the anomalies of the past leaders. Some of these leaders were recommended for this post because of their success from previous services referencing their past achievement in their chosen careers which make their fans vote for them. The most unfortunate happening is that many political leaders fail to fulfill their promises during the campaign. Expected servant leader begin to enslave his/her followers, mismanage their resources or defrauding their subordinate the promised welfare. The most confusing aspect is that many of these leaders started in good faith, established their tenure with good performance. At a particular time, they began to change; scold the people they used to mentor with their power, starve the people they used to feed, and careless about the welfare of the people they promised to serve. This paper search into the courses of these change in servant leadership, establish why leader’s change and what can be done to help leaders succeed through as a servant leader.

2. Case Under Study

Before now, many proofed servant leadership as the best practice for organizational leadership. Greenleaf has emphasized his recommendation for servant-leadership to be practice in all community of humanity; businesses, education, churches, politics, and foundations. According to Northouse, leadership theory is not like any science theory that can be analyzed with empirical research, all the findings in leadership are philosophical and anecdotal in nature, therefore, there is no enough scientific evidence to buttress its acceptance across the globe in the twenty-first century. I am disturbed when electorate agitates to remove the leader they voted in even before the end of their term, I wonder what went wrong. Most of these leaders, during their campaign promise to serve, show qualities of servant leadership.

Spears identify ten characteristics that are central to the development of servant-leaders:

1. Listening;

2. Empathy;

3. Healing;

4. Awareness;

5. Persuasion;

6. Conceptualization;

7. Foresight;

8. Stewardship;

9. Commitment to the growth of people;

10. Building community.

All these qualities are seen in politician before they are being voted in and they made the emphasis of this obvious in their campaign. In the process of spreading the gospel of servant leadership in every facet of life, some writers have gone further to examine the similarities and differences between leadership and other contemporary leadership models - transformational, authentic, and spiritual leadership were examined.  Transformational leadership is similar to servant leadership in the sense that; both transformational and servant leadership encourages leaders and followers to build one and other's motivation and moral up. Also, transformational leaders lead followers for the followers ‘own ultimate good and that is more of servant leader to set followers first, organizations second, their own needs last as their primary priority. (Spears, 2004). He added that servant leader is to serve followers, whereas the role of transformational leaders is to inspire follower to pursue the organizational goal.

3. Statement of the Problem

            My focus is to look into why many political leaders deviate from practicing servant leadership? To start with, who is a servant leader? Taking a clue from the beginning where servant-leadership was first been mentioned. Jesus Christ laid the precedent for His disciple to wash one another’s feet, look out for each other, help brothers to grow and make sure none of them derail from the path he has shown them. “For I have given you an example, that ye should do as I have done to you…the servant is not greater than his lord; neither he that is sent greater than he that sent him” (John 13:15-16). If truly servant is not greater than he that sent him, then, who is a servant-leader?  The expectation from every leader is to serve the electorate, representing their followers and be their voice in the house of representative or the senate. Greenleaf has done an extensive job in analyzing what is expected of a servant leadership. Many other scholars have done a tremendous work to widen the scope of servant leadership. The definitions of all the authors that define servant-leadership emanated from Greenleaf’s expectation of what a servant-leader should portray; that is, serve first then desire to be a leader after.

The concern is to why the servant leadership qualities die in politics compare to its spread in organizations? Organizations like Southwest Airlines, and Synovus Financial Corporation, TDIndustries are showcasing the benefit of servant leadership. Servant leadership is characterized by; taking responsibility of leadership role upon themselves, committing to the youth of those they serve, and developing their community. Comparing organization servant leader to that of the politician, I deduced that, many organizational leaders attain the position through promotion after a rigorous evaluation of their past records and education while most of the political leader gets to the office via the political campaign that addresses the need of the people. People see the politician as someone who is ready to serve, who will transform their life for good, and who will rescue them from the present selfless government. Before politician assumes office, electorate sees them as someone with servant leadership characteristics; someone that will listen to their yearnings, who also have experienced what they are passing through. Public intends to cast their vote for leaders that will care for them, review his/her actions and perception before taking any decision. A leader that will persuade them with convincing negotiation on matters instead of imposing or forcing them, a visionary leader who can envisage future before taking action.

            All these characteristics are pointing to servant leadership skills, by taking responsibility of leadership role upon themselves, committing to the growth of those they serve rather than selfish ambition, and developing their community. This shows that for anyone to win public election credibly, he/she must have shown and proof beyond reasonable doubt that he is ready to serve as a servant leader. Truly, many of these leaders intend to do good and started with good with impressive actions but change along the line. Hickman pointed out “critical issues for ethical practice in leading change consist of authenticity, trust, and reciprocal care, among others” (2010, Loc. 2287). Failure of the politician in office; unable to fulfill their promises or total deviation from servant leadership have reduced people’s moral to voting during election. In Nigeria of today, to motivate people to vote, politician have to distribute items like Rice, Vegetable oil, or basic needs to motivate people to vote or influence their vote.  People feel disappointed, deceived, and rejected by the politician who is only mindful of their selfish interest once they reach office. Spears inferred that servant leaders’ characteristics communicate the power and promise to who embrace it (2004).

4. Research Questions

Even though many of the political leaders have led credibly in their previous secular career before vying for the political position yet, they still fail their electorate. Many of these leaders have taken several classes on servant leadership in both undergraduate and graduate courses. Many have done leadership training severally in their previous organizations but the holistic characteristic of servant leadership they value while serving in companies disappear after few years in political office. Politician value is defeated by majority votes, the bureaucracy system in politics and lack of value of ‘joining them if you cannot beat them is also a potential problem. For instance, Minority votes are rejected in politics, like votes against Iraq war in 202, lost campaign of British Prime Minister for U.K. to stay in the European union 2016. Meanwhile, Barker pointed out that paradigm shift may sound stupid and yet be the beginning of a revolution (1993, p.57). My concerns are how do leaders who have been defeated by majority still establish their value as servant leaders in politics?

Page and Wounters inferred that “public control remains possible in a system dominated by bureaucratic politics” (1994). Can we resolve then that any political leader who experiences a deficit in his/her servant leadership’s value should resign from office or continue with no voice? It is very uncommon to see political leaders that will leave office honorably after their term in the office most especially in Africa. Can we then say these leaders are bad or political system changes their value? Therefore, the systems I intend to research is why servant leaders change in political leadership and what can be done to rescue the situation for better tomorrow?

Field et al argued that there is insufficient proof of servant leadership individual differences of values of empathy, integrity, and competence and the five-factor models of personality factors of agreeableness. The major benefit of servant leadership is the expectation that they will serve followers with a shared common goal (Greenleaf, 1977; Russell and Stone, 2002). Meanwhile, every leader has their value – a blueprints for making the decision and solving the problem (Rokeach, 1973; Russell, 2011). The authors illustrate the leaders’ value of empathy, - encouragement, value, and care for their followers, the value of integrity – seen as honest when they act by their promises, and value of competence – equipped with necessary skills, knowledge, and competence edge above followers. He further expatiates leadership personality factors; neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. All these attributes are what make servant leader an exception (Sendjaya and Samos, 2002).

Page and Wouters (1994) write extensively on how bureaucracy is affecting political leaders in Brussels, Europe in comparison with their counterpart in America. They examine the background and career of 76 commissioners both past and present and concluded that democratic deficit within the commission is associated with the demand for increased powers of the European Parliament. In their analysis of bureaucratic politics, they inferred that the system is evident in the way some political elite have acquired too much power to sustain their interest in European politics. They use their power to gain control over decision making within the leadership forum, where the decision was made by few stakeholders using bureaucratic –political process as a weapon to maintain control. In this context, political control remains optimistic within the party system since no single candidate can make a change without the support of the house members. Page and Wouters  (1994) added that means of appointing people to public offices within the party system prevent candidates from seeking public support. Comparing with United State system, political appointees in United State are based on their believe that they will run their agency along with the president’s agreement. Even though experienced politician is those used as commissioner yet, bureaucracy in political do not give them freedom to implement their objective emanated from their political experience and the need of people they serve. The problem of political control through political leadership is not limited to an institutionalized one but also cultural. The belief that more power should be giving to the legislature is not helping the democracy of the European community but enhances democracy control by the political elites.

5. Method

This project utilizes observational research method adopting archival research type by analyzing data that already existed. My hypotheses are generated and tested base on analyzing data gathered from existing literature. I research review works of literature that address servant leadership in political setting and effects of bureaucracy on servant leadership. I will utilize Google scholar linked to Walden University library to accomplish my capstone project. Use some of the textbooks we have used in the course and additional books that address the relevant topic of servant leadership in politics.

Gaunder (2007), compared leadership task and personality in different countries and discovered that the leaders that effect changes act same way irrespective of the location or country. He analysed that leader that make change are independent, strong-minded and sometimes molested. He compared the leadership of senator John McCain in the United States with Ozawa Ichiro of Japan to showcase both leaders share common personal attributes even though in different countries. Both of these politicians were at a time served in the similar political office in their respective countries. They presented a change move that did not have the majority vote during their time. Both McCain and Ichiro faced the same challenge, their reform campaigns was challenged with politics and organizational bureaucracy and were defeated by majority vote but eventually their concerns were revisited and passed after years. Despite the varying resources in the different country the literature illustrate that “certain combinations of resources and personal attributes allow leaders to overcome rigidities in the system and that successful reform leaders often employ very similar strategies” (2007).

Evidence across the globe have shown that irrespective of countries’ resources, bad leadership will make economy unbearable. Sebudubudu and Botlhomilwe compared the leadership of Botswana with the rest of African countries, despite the country’s low resources, since independents in 1966 to 1990 and deduced that leaders determine the success and failure of any country. They compare the economy and development of some rich countries with natural resources in Africa like Nigeria, Angola, and Guinea-Bissau with Botswana and deduced that the major problem of those rich countries is the lack of authentic leadership. Although evidence of poverty is still obvious in Botswana, but foundation leaders have laid a good foundation that helped the country’s transitional development. Leadership’s choices of geopolitical location, its socio-political structure, mineral endowment, and policy have enhanced the country success.

Many scholars have defined democracy as government of the people, by the people, and for the people (Canovan, 1999). If this is true then all political leaders are representative of their constituencies irrespective of their position in government. Clarke studies the role of representative leadership and illustrates the dominant bureaucracy and unitary model of organizing and pointed out that leaders were held accountable for collective efforts. For instance, Yakubu Gowon (military Head of the state of Nigeria from 1966 to 1975) was listed number 10 among the 25 leaders responsible for the worst genocides ever committed. He was accused of starvation of his own people when certain ethnic decided to separate from the country. His decision was not his personal or individual ideas but a unanimous decision by all the stakeholders in politics then but was counted for him as a leader at that time. Clarke illustrates the people’s expectation as to represent the needs of their people irrespective of their diversity and implement flexibility and networking strategies when making critical decisions. He added that democracy is designed in a way that put control over individual desire. Even though people may have value, change idea or reasonable paradigm shift that they intend to make, but for the fact that democracy has to employ bureaucracy to implement consensus such changes are not easily adopted. In many occasions, such ideas may be totally rejected due to lack of inclusion of majority stakeholders. These continual processes are in place to secure cohesion among diverse interest groups. The author gave suggestion on how to solve bureaucratic problems; relationship building, bargaining, coalition building, encouraging interdependence and empowerment among cabinet colleagues, preparing the mind of people before meetings, and reward allies ( Kaarbo and Herman, 1998; DeGregorio, 1997; Peele, 2005; Preston and t’Hart, 1999).

6. Literary Review

Eventuation and analysis of literature show that certain factors lead to political leaders’ inability to really portray servant leadership as they would in other organizations. Under the Authentic Leadership, both servant leadership, and authentic leadership employ positive moral, self-awareness, self-regulation, positive modeling, and a focus on follower development. But they are different in that, spiritual orientation is more emphasized in servant leadership than authentic leadership. Everyone that embraces servant leadership adheres to their faith more, consistent in their value by implementing transparency about their capacity. This shows that servant leaders are more spiritual than translational leadership in that they respect their word, which is evident in their actions.

Literature review shows that servant leadership and spiritual leadership are similar and different. Sendjaya et al pointed out that both servant leadership and spiritual leadership display virtue, intrinsic motivation, purpose, and interconnectedness with followers. They both model trust, integrity, acceptance, humility, compassion, and perseverance and value altruistic love and hope/faith. Meanwhile, servant leadership embraces all that spiritual leadership stands for, like; inner calling meaning in value to assist others to develop, leader-follower shared value, open-ended commitment, mutual trust, and concern for the welfare of others yet, servant leadership is not so more pronounce in self-sacrificial servanthood and moral value as to spiritual leadership. In all, Sedjava et al show that servant leadership model goes beyond the transformational, authentic, and spiritual leadership model. Whetstone looks at leadership from personalism and moral perspective by identifying the leadership approach that fits the moral philosophy of personalism. He sees a person and personal relationships as the starting point for social theory and practices. Whetstone expatiates various forms of how person react to the way man are treated, either as an object of scientific study, economic or socio-political function which against materialist and instrumentalist views. He gives Five fundamental themes of the phenomenological analysis of human actions. The first theme shows that the centrality of the person which means that the dignity and value of the humanity are at the center of personality philosophy. The second one is subjectivity and autonomy where one is conscious of experiencing his / her own existence from within. Characterized by subjectivity and sense of autonomy to address the need of others. Thirdly, Human dignity from the Christian perspective sees each person as a unique being and a reflection of the divine image of God even though we are not perfect. Therefore, their dignity of humanity is evident in the sacrificial love for one another. The fourth theme is the person within community meaning that we as the human being cannot survive in isolation. From Christian perspective, God created the human being to co-exist and do God’s will by acting morally towards each other for common good. The fifth theme is participation and solidarity, where the basic requirement for human existence is to love one another.

For the fact that we are not perfect because of the existence of social discrimination, economic deprivation and lack of social skills, personalism made provision for solidarity to encourage the inclusion of all humanity. Whetstone concludes by comparing the three normative leadership with themes of personalism and identifies their weakness. Under the five themes of personalism, transformational leadership weaknesses are; lack of emphasis on deontic constraint, Instrumental, manipulative, Exalts the leader, and Possibility of tyranny. For postindustrial leadership, lack of principled constraint, anthropology, system over persons, and reality vs. theory. And the servant leadership areas of weakest fit are Optimistic, the Negative connotation of servant and manipulation by followers. He concluded that servant leadership is the most consistent with the basic themes of personalism because servant leaders first serve in other to build a community of participation and solidarity.

Young analyses the stake of leadership determining the success or failure in the bargaining process that dominate effort in the institutionalize arrangement of international society. He uses three forms of leadership to enumerate international institution – structural leadership, entrepreneurial leadership, and intellectual leadership. He approached leadership in terms of behavioral leadership and analyzes their interaction. Young explain structural leadership as an expert, an agent representing the interest of their party to bargain for the material resources and take a decision. The expectation from structural leadership is to be able to bargain in the presence of pressure to form effective coalitions and guide against the counter coalition. Entrepreneurial leadership is an individual who believe in negotiation that would elude additional participants to form international regimes through institutional bargaining. The major benefit of servant leadership is the expectation that they will serve followers with a shared common goal (Greenleaf, 1977; Russell and Stone, 2002). Servant leadership encompasses all the characteristics of all other types of leadership; holistic, transformational, charismatic and much more.  For this reasons, despite S.L shortcomings of optimistic, negative connotation of servant & manipulation by followers yet, it is the most consistent with the basic themes of personalism because servant leader first serves in other to build a community of participation and solidarity.

6.1 Servant Leadership in private sector

As the spread of servant leadership in private sectors are increasing. The opposite is the case in public sectors, Even though all politician pretends to be a servant leadership when seeking for a vote. Evidence from their past; working experience, campaign before the election, and respect to supports are all proof of S.L characteristics. This implies that as we have in private sectors, many politicians were servant leadership before they join politics. Many have had their skills from school why many were trained by their organizations. Ex. President of Nigeria, Obasanjo, served as both military and executive president of Nigeria and was a trained as a leader in Nigeria Army and an engineer. Politics is a way of doing things. Clarke demonstrates the correlation between democracy in public offices and workplace. In his study, Clarke deduced that it is evident that as democracy is important in public politics to reach consensus on every critical issue ethically so also is important in the workplace. Even though domination may want to arise yet hierarchy and democracy will intervene. These are evidence of routine collective negotiation over order and control that participation in community structures gives credence to moral conduct.

6.2. Value

All politician campaigned about the change they want to implement, this changing idea that is well oratory convince the electorate to vote for them. Politician’s change ideas are their value, things they intend to implement or life they want to improve. Servant leadership emphases increased service to others, a holistic approach to work, promoting a sense of community, and the sharing of power in decision-making (Greenleaf, 2004 p. 12). The oath of office was to serve their country, but for postindustrial leadership, lack of principle constraint, anthropology, system over persons and reality vs theory. All these were eminent in the political setting. Many leader inabilities to maintain their integrity in politics, change their value, innovative ideas come from the political system, new leadership, crisis, internal problems and new opportunities (Borins, 2000). Political leadership shift focus from their value because of different reasons: selfish interest, political control, and bureaucracy.

6.3. Bureaucracy

Politician uses power to gain control over decision making within the leadership forum, where th decision was made by few stakeholders using bureaucratic – politic processes as a weapon to maintain control. Both political leadership and bureaucracy contribute to the nature and extent of innovation. In this context, political control remains optimistic within the party system since no single candidate can make a change without the support of the parliament. Clarke studies the role of representative leadership and illustrates the dominant bureaucracy and unitary model of organizing and pointed out that leaders were held accountable for collective effort. Even though people may have value, change idea or reasonable paradigm shift that they intend to make, but for the fact that democracy has to employ bureaucracy to implement consensus such changes are not easily adopted. In many occasions, such ideas may be totally rejected due to lack of inclusion of majority stakeholders. These continual processes are in place to secure cohesion among diverse interest groups.

7. Findings and Conclusion

The facts that servant leadership skills are not obvious among the political leaders after a certain period in office is a general public concern and propel this search into the course of the problems. Eventuation and analysis of literature show that certain factors lead to political leaders’ inability to really portray servant leadership as they would in other organizations. Despite the fact that many of this politician in their previous positions either in private or public organizations have performed excellently as servant leaders, yet they failed to carry the same enthusiasm into elected political position.

My finding shows that bureaucratic system in politics is one of the major factors while political leaders fail as the servant leader. Hierarchy and democracy also play an important role in politics, it determines the ethicality of any critical issues in politics. Most consensuses alter paradigm shift of individual member’s opinion and in most cases, if the consensus is not ethical, it may change the ethical values of any leader. The ability of any leader to override bureaucratic system and democracy is the only way servant leadership value can be implemented in political leadership. Young came up with some hypotheses as a leader in action that leadership has an important role in institutional bargaining to yield leverage agreement, that no one form of leadership is adequate to produce constitutional contracts in institutional bargaining at the international level and that regime formation in international society evident in negotiation skill of the participants. All these reviews show that servant leadership issue has been in the school of taught for more than four decades, but its spread in the organization in this century is not evident in politics.

The fact that multiple opinions can break a party into multiple factions give credence to entrepreneurial leadership, because, instead of helping the bargaining effort, competing factions in the party will delay further the process of bargaining. An intellectual leader comes with an intellectual skill that outstands other participants in the institutional bargaining process and their contribution determines the success and failure that conclude agreement in international society. This individual relies solely on the power of ideas to bargain which makes the different to that of structural leadership where leaders seek to translate power resources into bargaining leverage.

8. Recommendation

Solution to servant leadership deficit in politics from literature reviews shows that overriding bureaucracy in the democracy where hierarchy is also a factor will do it al.  servant leaders must be skilfull in incorporate stakeholders. Forming ally with stakeholders in politics; party members, honorable house members in both house of representative and senate with other political office holders. News reporters and journalist have their stake in politics, so also some businessmen that have never held any post in politics have a voice; they sponsor and backup politicians - finance the political campaign.  All these stakeholders pre-knowledge of any personal ethical value of paradigm shift will be enhanced by democratic consensus.  Bureaucracy problem can be solved by relationship building, bargaining, coalition building, encouraging interdependence and empowerment among cabinet colleagues, preparing the mind of people before meetings, and reward allies (Kaarbo and Herman, 1998; DeGregorio, 1997; Peele, 2005; Preston and t’Hart, 1999). Clarke deduced that it is evident that as democracy is important in public politics to reach consensus on every critical issue ethically so also is important in the workplace. Even though domination may want to arise yet hierarchy and democracy will intervene. These are evidence of routine collective negotiation over order and control that participation in community structures gives credence to moral conduct. I thereby establish that any servant leadership with paradigm shift should first engage all the stakeholders in politics before presenting their visionary ideas to gain popularity and have support for implementation. This research gives room for further research on more solution, and better research more factors for the new solution of servant leadership in politics.

Acknowledgement

All glory be to the Lord almighty that has helped me this far. I appreciate the help and financial support of my employer, providing me GI Bil to accomplish my dream. It pays to serve. Likewise, I will like to appreciate instructors throughout this program, they have contributed to my perception of leadership. And of course, Dr. Marilys Taylor, for her unrelenting effort toward my success, thank you very much.

List of Cited Reference

Barker, J.A. (1992). Paradigms: The business of discovering the future. New York:

            HerperCollins.

Butcher, D., and Clarke (2202) ;Organization Politics: The Cornerstone of organization

            Democracy’ , Organization Dynamics 31(1): 35-46.

Clarke, M. (2006). A study of the Role of ‘Representative’ Leadership in Stimulating

            Organization Democracy. SAGE. Vol2(4): 427-450

Clegg, S., Kornberger, M., & Rhodes, C. (2007). Organizational ethics, decision

            making, undecidability. Sociological Review, 55(2), 393–409. Retrieved

            from the Walden Library databases. 

DeGregorio, C. (1997) Networks of Champions. Ann Arbor, MI: University of Michigan press

Field, H.S., Washington, R.R., and Charlotte D.S. (2006). Individual differences in servant leadership: the roles of values and personality. Leadership & organization Development Journal .Emerald. Vol. 27 No. 8

Field, H.S., Washington, R.R., and Charlotte D.S. (2006). Individual differences in servant

            leadership: the roles of values and personality. Leadership & organization Development

            Journal .Emerald. Vol. 27 No. 8

Gaunder, A. (2007). Reform Leadership in the United states and Japan: A Comparism of John

            McCain and Ozawa Ichiro, SAGE. Vol. 3(2): 173-190.

Greenleaf, R. (2004). Practicing Servant Leadership;  succeeding through trust, bravery, and

            forgiveness. Jossey-Bass, San Francisco, CA

Hendry, J. (2006). Educating managers for post bureaucracy: The role of the Humanities.

            Management Learning 37: 267-281.

Hickman, G. (2010). Leading change in multiple contexts: Concepts and practices in          organizational community, political, social, and global change settings. Thousand Oaks,        CA: Sage Publications, Inc. electronic edition.

Holy Bible. (2013), The Church of Jesus Christ of Latter-day Saints. King James Version.

            Salt Lake City, Utah,

Kaarbo, J., and Hermann, M. (1998) ‘Leadership Styles of Prime Ministers: How Individual

            differences Affect the Foreign Policymaking Process’, Leadership Quarterly 9(3): 243-

            63.

Marquardt, M. J. (2014). Leading with questions: How leaders find the right

            solutions by knowing what to ask. (Rev. ed.) San Francisco: Jossey-Bass

Nick Robins-Early (2016). David Cameron will step down as British Prime minister on

            Wednesday, The World Post. Huffington post and Berggruen institute publication.

http://www.huffingtonpost.com/entry/david-cameron-

            resigns_us_5783b51ee4b0344d51501371

Northouse, P. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks,

            CA: Sage Publications.

Novicevic, M., and Harvey, M. (2004) ‘The Political role of Corporate Human Resource

            Management in Strategic Global Leadership Development. The Leadership Quarterly. 15.

            569-588.

Obama Speech Against Iraq war (2002) http://obamaspeeches.com/001-2002-Speech-Against-

            the-Iraq-War-Obama-Speech.htm

Page, E.c. and Wouters, l. (1994). Bureacratic Politics and Political leadership in Brussels, Public

            Administration Vol. 72.

Peele, G. (2005) ‘Leadership and Politics: A case for a Closer Relationship?’ , Leadership 1(2):

            187-204.

Pegg, D. (2014). 25 Leaders Responsible For The Worst Genocides Ever Committed.

            http://list25.com/25-leaders-responsible-for-the-worst-genocides-ever-committed/4/

Preston, T., and t’Hart, P. (1999) ‘Understanding and Evaluating Bureacratic politics: The Nexus

            between 7Political Leaders and Advisory Systems’, Political Osychology 20(1): 49-98.

Rousseau D and Rivero A (2003). Democracy, a way of organizing in a knowledge economy.

            Journal of Management Inquiry 12: 115-134.

Sebudubudu, D. and Botlhomilwe, M.Z. (2011). The Critical role of Leadership in Botswana’s

            Development: What lessons? University of Botswana. Leadership. SAGE. Retrieved

            xfrom Walden University.

Sendjaya, S., Sarros, J .C, and Santora J.C, (2008). Defining and Measuring Servant Leadership

            Behavior in Organizations. Journal of Management Students, 45:2, 0022 – 2380.

Siollum, M. (2013). Solders of Fortune: A History of Nigeria (1983-1993). Abuja. Cassava Republic Press.

Spears, L.C. (2004). Practicing Servant-Leadership. Hesselbein and Company. Journal Vol. 27

            No. 8, pp. 700-716. Retrieved from Google Scholar – Walden Library 

           

Whetstone, J. Thomas (2002). Personalism and Moral Leadership: the servant leader with a

            transforming vision, Business Ethics: A European Review vol 11 No 4.

Young O.R. (1991). Political Leadership and regime formation: on the development of

            institutions in international society

Annotated Bibliography

1. Barker, J.A. (1992). Paradigms: The business of discovering the future. New York:

            HerperCollins.

Paradigm talk about how leaders can prepare for the future, how to recognize paradigm shift when it presents itself irrespective of the channel it comes. Joel Barker illustrates effective leaders’ ability to make a different when he can recognize paradigm shift in their self  and in others.

2. Butcher, D., and Clarke (2202) ;Organization Politics: The Cornerstone of organization

            Democracy’ , Organization Dynamics 31(1): 35-46.

The paper describes organizational democracy and call for the decision to be made in the lower hierarchy to influence innovation. It exposes democracy in the organization and confirms it to be the best practice in turbulence time for constructive resolution.

3. Clarke, M. (2011). Organizational democracy, ethics and leadership: The mediating role of

            organizational politics. SAGE. Vol. 7(4): 415-433

This paper examines the relationship between pluralization of society and the relative limitation in the practice of democracy in corporations. The author enumerates how far a political leadership can influence democracy in the organization. Considering the relationship between democracy, ethics and a political mindset and the influence on others he inferred that ethical and the developmental plan is central to both the enactment of politics and the form of democratization which it enables.

4. Clegg, S., Kornberger, M., & Rhodes, C. (2007). Organizational ethics, decision

            making, undecidability. Sociological Review, 55(2), 393–409. Retrieved

            from the Walden Library databases. 

The paper describes ethics in decision making in the organization as a necessity. Adding that, every vital decision must be based on resources not just on the fact that one is just performing the required duty. It suggests that rules of ethical decision protect the organization from moral responsibility. And conclude that, decision makers should be responsible for their actions.

5. DeGregorio, C. (1997) Networks of Champions. Ann Arbor, MI: University of Michigan press

Field, H.S., Washington, R.R., and Charlotte D.S. (2006). Individual differences in servant leadership: the roles of values and personality. Leadership & organization Development Journal .Emerald. Vol. 27 No. 8

6. Field, H.S., Washington, R.R., and Charlotte D.S. (2006). Individual differences in servant

            leadership: the roles of values and personality. Leadership & organization Development

            Journal .Emerald. Vol. 27 No. 8

This paper establishes that servant leadership lack empirical research method and therefore limits the rating of servant leadership to followers’ rating. The authors established that the selection of servant leadership is based partly on personal attributes. And therefore recommended that for an organization to retain servant leaders’ attributes in their workers, there must be a continuous precise communication of all servant leadership values.

7. Gaunder, A. (2007). Reform Leadership in the United states and Japan: A Comparism of John

            McCain and Ozawa Ichiro, SAGE. Vol. 3(2): 173-190.

This paper examines whether similar legislature in different institutions requires similar leaders. The author studies the leadership of two senators, John McCain in the United State and Ozawa Ichiro in Japan. In his findings, he deduced that risk-taking, vision and commitment are not certain but personal attributes of effective leaders are similar. Reformation leader will be successful even when political resources differ in the different institutions.

8. Greenleaf, R. (2004). Practicing Servant Leadership;  succeeding through trust, bravery, and

            forgiveness. Jossey-Bass, San Francisco, CA

This book explores the exceeding responsibilities of servant leadership to other types of leadership. It explains servant leadership characteristics and how the leaders can practice it. Robert Greenleaf shows that servant-leadership is more than a concept, a life that is practicable.  He also shows the ethicality involve in servant leadership and leaders ability to want to serve first before leading.

9. Hendry, J. (2006). Educating managers for post-bureaucracy: The role of the Humanities.

            Management Learning 37: 267-281.

This paper established that managers are not morally endowed to solve technical problems ethically in the bureaucratic business organization, even though they may have a personal ethics but the system compel them to be so. The paper goes further to enumerate the leaders in the 21^st century where there is a flexible network in the organization.

10. Kaarbo, J., and Hermann, M. (1998) ‘Leadership Styles of Prime Ministers: How Individual

            differences Affect the Foreign Policymaking Process’, Leadership Quarterly 9(3): 243-

            63.

This paper searches into the effectiveness of political leaders in delegation and establish the challenges they face in maintaining control when they delegate duties. These challenges are evident when they want to shape policies that are implemented by others in the political system.

11. Marquardt, M. J. (2014). Leading with questions: How leaders find the right

            solutions by knowing what to ask. (Rev. ed.) San Francisco: Jossey-Bass

This book established the efficacy of questioning as an essential leadership skill for developing the leaders we need in the future. He added that leader can make change by developing constructive inquiry and that leading with questions jump-starts the process with its practical approach. At the end, he offers tool to enable organizations to creatively transform standared and generate successful culture.

Nick Robins-Early (2016). David Cameron will step down as British Prime minister on

            Wednesday, The World Post. Huffington post and Berggruen institute publication.

http://www.huffingtonpost.com/entry/david-cameron-

            resigns_us_5783b51ee4b0344d51501371

12. Northouse, P. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks,

            CA: Sage Publications.

This book evaluates what is expected of an effective leader. He started with the evolution of leadership from 1900-1980, what it used to be and the demand of 21^st century from leaders. Peter Northouse compare various leadership theories, the theory and practice provide an account of a wide range of leadership research in a reasnable manner.

13. Novicevic, M., and Harvey, M. (2004) ‘The Political role of Corporate Human Resource

            Management in Strategic Global Leadership Development. The Leadership Quarterly. 15.

            569-588.

This paper examines how firm reputation and competitiveness are influenced by the political skill of the corporate human resources management. In their discussion, they established the value socialization add to the global organization in political leadership.

Page, E.c., and Wouters, l. (1994). Bureaucratic Politics and Political leadership in Brussels,

            Public Administration Vol. 72.

This paper describes how political leadership offers designs that firm democratic control in the modern political systems. They examine 76 commissioners with the help of their biographies in the European Parliament of both past and present and established that democratic deficit within the commission.

14. Peele, G. (2005) ‘Leadership and Politics: A case for a Closer Relationship?’ , Leadership 1(2): 187-204.

This paper examines the importance of political scientist and student engaging in leadership. In evaluating the political science literature compares with leadership literature, the author suggests areas where leadership students and political science have a mutual research plan and where differences might be resolved via collaboration.

15. Preston, T., and t’Hart, P. (1999) ‘Understanding and Evaluating Bureaucratic politics: The

            Nexus between 7Political Leaders and Advisory Systems’, Political Osychology 20(1):

            49-98.

This paper shows how bureaucracy politics is affecting all governmental activities most especially in the policymaking process. The author utilizes personality assessment-at-a-Distance coding technique, using U.S. decision-making in the conduct of the Vietnam War in 1965 &1968

Rousseau D and Rivero A (2003). Democracy, a way of organizing in a knowledge economy.

            Journal of Management Inquiry 12: 115-134.

16. Sebudubudu, D. and Botlhomilwe, M.Z. (2011). The Critical role of Leadership in Botswana’s

            Development: What lessons? University of Botswana. Leadership. SAGE. Retrieved

            xfrom Walden University.

This paper argued that leadership is very important to the success and failure of any country. The authors compared the political leadership of Botswana to other African countries, even those with mineral resources can not manage their wealth due to bad leadership. He examined the transition of different leadership in Botswana and conclude that leadership can make a different in any country.

17. Sendjaya, S., Sarros, J .C, and Santora J.C, (2008). Defining and Measuring Servant

            Leadership Behavior in Organizations. Journal of Management Students, 45:2, 0022 –

            2380.

This paper examines further the servant leadership in multidimensional measure and inferred that servant leadership characteristics are; servant orientation, holistic outlook, and moral-spiritual emphasis which extend beyond the model of any other leadership approaches.

18. Spears, L.C. (2004). Practicing Servant-Leadership. Hesselbein and Company. Journal Vol.

            27 No. 8, pp. 700-716. Retrieved from Google Scholar – Walden Library 

This paper extends the work of Robert Greenleaf, ‘practicing servant-leadership’ Larry Spears enumerate the spreading of servant leadership in organizations for the last four decades. This is eliminating the old form of systems where managers see people as tools or machine. He goes further to expantiate on what servant leadership value is; one that put serving others first, one with the natural feeling that one wants to serve. He ended up with the increasing in the numbers on servant leaders through formal education and various training programs.

19. Whetstone, J. Thomas (2002). Personalism and Moral Leadership: the servant leader with a

            transforming vision, Business Ethics: A European Review vol 11 No 4.

This paper examines the best leadership approach that is best for the moral personal philosophy of individual leaders. Thomas Whetstone suggested that combination of servant leadership strength with successful behavioral practices of transformational leadership is superior to either paradigm alone.

20. Young O.R. (1991). Political Leadership and regime formation: on the development of

            Institutions in international society

This paper examines the nature of leadership in the context of institutional bargaining. Oran Young also examine our understanding of the politics of regime formation at the international level. The author argued that the emergence of leadership is necessary but has to be developed upon for successful agreement on constitutional contracts at the international level.