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1.
RESEARCH POSTER PRESENTATION
DESIGN © 2012 www.PosterPresentations.com 2 0 2 1 N O RT H C E N T R A L U N I V E R S I T Y P O S T E R Transformational Leadership Theory vs Servant Leadership Theory Kassilia J. Wright • Moral obligations are the core of Burns' definition of transformational leadership. • Transformational leaders concentrate on terminal values such as liberty, independence, egalitarianism, and justice. • Transformational leaders are motivated by duty and steered by collective ethical principles (Nevarez, Wood, Penrose, & Padrón, 2013). Transformational Leadership Theory Transformational guidance allows those in leadership to customize, modify, and promote the purpose, ideals and aims of followers so that they are unified in the quest of advanced goals, that procreates substantial change. Theorists credited for this theory are James M. Burns and Bernard Bass (Barker, Cantrell, Porter, & Stepp, 2014). Transformational Leadership Framework/Definition • Have a “people-first” mindset. • Committed to empowerment of the team. • Keen awareness, conceptualization and foresight (Spears, 1998). • Fosters community by encouraging engagement • “…holistic approach that engages followers in multiple dimensions (Greenleaf, 1977). • Exceptional communication skills and avid listeners. Similarities of Transformational & Servant Leadership Theories References • Thorough understanding of organizational needs. • Mutual respect and value of personal connections. • Motivate others to achieve their goals. • Creative thinkers that see the big picture. • Sometimes overlooks details Idealized Influence • Leaders know the organization’s vision, mission purpose and the associated risks. Their followers recognize those in leadership and respect them (Bass, 1996; Barker, Cantrell, Porter, & Stepp, 2014). Inspirational Motivation • Leadership openly communicates the vision and establish their commitment to it, while; stimulating personnel to impart (Bass, 1996; Barker, Cantrell, Porter, & Stepp, 2014). Intellectual Stimulation • Leadership encourages ingenuity and implore innovation. Leaders add by never criticizing those that follow them in the public eye (Bass, 1996; Barker, Cantrell, Porter, & Stepp, 2014). Individualized Consideration Managers generate an environment of support and employees' needs are recognized, and differences are valued (Bass, 1996; Barker, Cantrell, Porter, & Stepp, 2014). There are distinct similarities and notable differences between Transformational leadership and Servant leadership. In the next section the details of Servant leadership theory is explained. Components of Transformational Leadership Servant Leadership Theory and Characteristics Transformational Leadership Description Leadership Theories In any field, leadership is a vital component to the success or failure of an organization. In Education, leadership is the component by which an organization’s paradigm of success is shaped. Because of the importance of leadership in education, theories of leadership and how to best lead an organization were created and have evolved to better prepare leaders to effectively manage their institutions. According to the Psychology Dictionary, Leadership theories are an assemblage of suppositions about leadership, purposed to look at how a leader manages and their influence on the employees of an organization and the organization’s goals (Pam, 2013). The following chart provides a synopsis of traditional leadership theory views and emerging views of leadership: (Simpkins, 2005) There are a multiplicity of views of leadership, and there are various features that distinguish leaders from those that are not leaders. New theories emerge consistently in education, and most can be categorized as one of Charry’s eight major theory types: Trait theory, Situational theory, Contingency theory, Participative theory, Behavioral theory, Transactional, Skills, Transformational theory, and “Great Man” theory (Charry, 2012). This poster will discuss the differences between two emerging, yet different theories, Transformational and Servant. Traditional Views Emerging Views Leadership resides in individuals. Leadership is hierarchically based and linked to office. Leadership occurs when leaders do things to followers. Leadership is different from and more important than management. Leaders are different. Leaders make a crucial difference to organizational performance. Effective leadership is generalizable. Leadership is a property of social systems. Leadership can occur anywhere. Leadership is a complex process of mutual influence. The leadership/management distinction is unhelpful. Anyone can be a leader. Leadership is one of many factors that may influence organizational performance. The context of leadership is crucial. Servant-leaders typically exhibit the following characteristics: Listening, empathetic, awareness, persuasive, foresight, conceptualize, stewardship, commitment to the growth of people and building community (Barker, Cantrell, Porter, & Stepp, 2014). • Encouraging continuous, quality improvement. • Stimulating more operative and inventive teams. • It is a philosophy, not a title; it can be practiced at any level within an organization (Barker, Cantrell, Porter, & Stepp, 2014). • Encourages motivation to exceed perceived potential. • Exemplary treatment of employees leads to exemplary treatment of clienteles. • Beliefs are a lifestyle and effort ensuing in constructive influences on society (Smith, Montagno, & Kuzmeko, 2004). • Forces leaders to consciously move away from self serving practices and work harder to understand, value, and motivate employees (Smith, Montagno, & Kuzmeko, 2004). The premise of Servant Leadership is that leaders were meant to serve. Servant leaders divide power, giving precedence to employees needs; by providing support for the employees’ development. A result of this is employee trust of superiors, and individual progress (Piyu, 2019). Servant Leadership Strengths • Transformational and Servant leadership theories are people- oriented. • Both highlight the significance of the value and appreciation of their people, while; investing in, teaching and encouraging them to grow. • Both also emphasize personalized attention and approval of their followers. • These leadership theories are influential. • In both these leaders let their followers decide their own direction and work within their individual capability. • Extensive levels of trust for their personnel (Piyu, 2019). Differences of Transformational & Servant Leadership Theories Servant leadership has six primary elements: value of people, develop people, build community, display genuineness, provide leadership, and shared leadership (Laub, 1999). Transformational leadership four conceptually distinct elements: charismatic leadership/idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1996). Both Transformational and Servant leadership theories have components that support the people that are being led and both require significant sacrifice from those that lead under these leadership styles. Transformational is more conducive for the educational environment than Servant leadership. Barker, I., Cantrell, S., Porter, L. A., & Stepp, S. (2014, October 13). Leadership Theories Transformational Transactional Servant. Bass, B. M. (1996, December 16). New Paradigm of Leadership: An Inquiry into Transformational Leadership. Alexandria. doi:https://doi.org/10.21236/ADA306579 Charry, K. (2012, November 7). Leadership Theories - 8 Major Leadership Theories. Retrieved September 18, 2021, from http://psychology.about.com/od/leadership/p/leadtheories.htm: http://psychology.about.com/od/leadership/p/leadtheories.htm Laub, J. A. (1999). Assessing the Servant Organization: Development of the Servant. Unpublished doctoral dissertation of Florida Atlantic University. Nevarez, C., Wood, J. L., Penrose, R., & Padrón, E. J. (2013). Transformational Leadership. In C. Nevarez, J. L. Wood, R. Penrose, & E. J. Padrón, Leadership Theory and the Community College : Applying Theory to Practice (pp. 115-128). Sterling, VA: Stylus Publishing, LLC. Retrieved September 18, 2021, from https://ebookcentral.proquest.com/lib/ncent- ebooks/reader.action?docID=3037639&ppg=135 Pam, N. (2013, April 7). Leadership Theories. Psychology Dictionary, p. 1. Piyu. (2019, August 21). Difference Between Servant Leadership and Transformational Leadership. Retrieved from DifferenceBetween.com: https://www.differencebetween.com/difference-between-servant- leadership-and-transformational- leadership/#:~:text=What%20are%20the%20Similarities%20Between%20 Servant%20Leadership%20and,consideration%20and%20appreciation%2 0of%20followers.%20More%20items...% Simpkins, T. (2005). Leadership in Education: ‘What Works’ or ‘What Makes Sense’? Educational Management Administration & Leadership, 33(1), 12. doi:10.1177/1741143205048168 Smith, B. N., Montagno, R. V., & Kuzmeko, T. N. (2004). Transformational and Servant Leadership: Content and Contextual Comparisons. Journal of Leadership and Organizational Studies, 10(4), 80-91. doi:https://doi.org/10.1177/107179190401000406
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