Saturday, August 24, 2019
Sunday, August 18, 2019
Monday, September 5, 2016
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.
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 21st 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 21st 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.
Subscribe to:
Posts (Atom)