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Servant Leadership

·     The authoritarian leadership style requires clearly defined tasks and monitoring because decisions and results are overseen extensively by the executive. In contrast to the autocratic, which is the practice of participative leadership. The employee is involved in decision-making and therefore the employees influence and responsibility increases. The servant leadership style is very different than that of the traditional leadership. In traditional leadership there is a hierarchy/pyramid. All those involved in the pyramid answer to the leader. Servant leadership requires putting the need of others first and helping people develop and perform at their very best. In essence “instead of the people working to serve the leader, the leader exists to serve the people.”.

·     Servant leadership is a leadership philosophy that can be found in ancient Chinese passage. However, the term was coined in 1970 by Robert K. Greenleaf. Greenleaf published an essay that year called “The Servant as Leader”. He later wrote two other major essays called “The Institution as Servant” and “Trustees as Servants. The ten characteristics of servant leadership identified in Greenleaf’s writing by Larry Spears are  “listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of others, and building community.”

·     Many researchers after Greenleaf wrote on servant leadership and identified the characteristics of servant leadership. However, a consensus on the definition of servant leadership has provided a bit of a challenge. The wiki page defines servant leadership as “"Servant leadership is an (1) other-oriented approach to leadership (2) manifested through one-on-one prioritizing of follower individual needs and interests, (3) and outward reorienting of their concern for self towards concern for others within the organization and the larger community.

Organizational Behavior

·     An American business executive named Chester Barnard recognized that an individual behaves differently within an organization compared to out. Organizational behavior is “the study of human behavior within the organizational settings, the interface between human behavior and the organization, and the organization itself”. The term was only added by the American Psychological Association in 1970. The wiki page list the three ways OB can be categorized without citation; Individuals in organizations (micro-level), work groups) meso-level, and how organizations behave (macro-level).

·     Research in OB takes place in university management departments. Methods used to conduct such research are quantitative, computer simulation, and qualitative methods. There are many branches of topics in OB that all focus toward that central definition. Topics are broad and narrow in OB. One being decision-making which focuses on how the decision is made and how did the thinker arrive to that. Another topic being incivility, which is rude behavior that violates the social norms of the organization. There are many topics that OB covers because an organization has a lot to discover.