The Methods section of this report will describe data collection methods to show the combined effectiveness of training and development, and leading by example in a servant leadership environment. The Results section will provide an analysis of the data collected followed by a conclusion and recommendations for future research.
Literature Review There have been numerous studies conducted on Servant Leadership and the impact at the organizational and individual contexts. Findings include leading by example (e.g. modeling behavior, mentoring) and formal training (e.g. leaders and followers-employees) are mediators of organizational citizenship behavior, organizational success, organizational commitment and psychological empowerment. Researchers …show more content…
Page and Wong (2000) developed similar tool, the Servant Leadership Profile tool to measure the characteristics of the individual leaders, which they felt were the primary factor in shaping human development. Validation of the claim that servant leader behavior promotes a culture that is conducive to positive outcomes in an organizational and individual context (Chenwei et al., 2014), continues to be a hot topic for research …show more content…
A result of this research was the better matching of mentors and mentees using a framework created with specific matching criteria. However, Scandura’s (1998) research indicated mentees often prefer a more informal relationship to a formal one where goals and not clearly established, therefore the mentoring process may produce inconsistent and poor results. Campbell et al. (2012) concluded mentoring, a form of leading by example, models behavior and experiences wherein mentees may become new leaders who are empowered and exhibit social responsibility behavior. Donley and Priest (2014) demonstrated that mentoring could be advantageous for a student or one in a learning role, such as employees. Yong’s (2013) study among executive leaders found that there is a strong, positive relationship between servant leaders and mentoring. Moreover, Yong (2013) found servant leaders to be good and effective mentors who are emotionally intelligent and display good interpersonal and intrapersonal skills with
Literature Review There have been numerous studies conducted on Servant Leadership and the impact at the organizational and individual contexts. Findings include leading by example (e.g. modeling behavior, mentoring) and formal training (e.g. leaders and followers-employees) are mediators of organizational citizenship behavior, organizational success, organizational commitment and psychological empowerment. Researchers …show more content…
Page and Wong (2000) developed similar tool, the Servant Leadership Profile tool to measure the characteristics of the individual leaders, which they felt were the primary factor in shaping human development. Validation of the claim that servant leader behavior promotes a culture that is conducive to positive outcomes in an organizational and individual context (Chenwei et al., 2014), continues to be a hot topic for research …show more content…
A result of this research was the better matching of mentors and mentees using a framework created with specific matching criteria. However, Scandura’s (1998) research indicated mentees often prefer a more informal relationship to a formal one where goals and not clearly established, therefore the mentoring process may produce inconsistent and poor results. Campbell et al. (2012) concluded mentoring, a form of leading by example, models behavior and experiences wherein mentees may become new leaders who are empowered and exhibit social responsibility behavior. Donley and Priest (2014) demonstrated that mentoring could be advantageous for a student or one in a learning role, such as employees. Yong’s (2013) study among executive leaders found that there is a strong, positive relationship between servant leaders and mentoring. Moreover, Yong (2013) found servant leaders to be good and effective mentors who are emotionally intelligent and display good interpersonal and intrapersonal skills with