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Servant Leadership And Employee Engagement

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In the present times, a grappling issue confronting senior executives, especially HR managers, is employee engagement. Today’s ever-changing and chaotic business environment have made the organization’s realize the need to have a highly engaged workforce. Sensing this need, we wish to explore the role of a servant leader in creating an engaged workforce in the organization.

Servant leadership and Employee Engagement

Assessment of the characteristics of servant leadership and employee engagement shows an overlap between the attributes of both these constructs; implying about the possible constructive influence of servant leadership on employee engagement. The ethical orientation of a servant leader plays a strong role in creating an emotional bond with the followers, which is also a feature of employee engagement (Furness 2008; Hemsley 2007; Loehr and Groppel 2004). …show more content…

A servant leader, driven by the desire to serve the needs of the followers, especially emotional needs, is able to create an atmosphere wherein healthy business discussions are encouraged (Sipe & Frick, 2009). Additionally, this helps in building the employees’ confidence (Keith, 2008) which in turn, ‘‘sends a positive, inspiring message to those who interact with customers and make thousands of decisions each day that affect the future of the organization’’ (Keith 2008, p. 51). With this background, the researchers would now examine the influence of servant leader’s trait on employee engagement,

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The most performing organizations are those with a high grade of employee engagement as opposed to those with whose employee engagement levels are depressed. With lower levels of employee engagement, the success of the organization is at risk. Such groups are associated with low-quality services, goal achievements as well as the efforts, thus making difficult to thrive in a competitive business environment. Through the provision of components such as employee’s enjoyment and appreciating their beliefs and efforts organizations have a chance to improve their employee participation levels from small, too high (Fronstin, Sepulveda, & Roebuck,

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Employees are engaged when they find positive, meaningful relations and motivation in their work and are supportive by management while working in an efficient environment; job engagement inheres to, good management, effective communication, and focused development; when very satisfied and productive, employees scores are high, and they are more likely to remain with the organization; as a result, the use of employee engagement scores can inhere to good long-term successful outcomes within the organization. (Simon, Jan-Mar 2011). With the link between organization strategy and outcome, performance management ensures the organization get the full performance needed from its employee (Flynn, Mathis., Jackson & Valentine, 2015). This is done by fostering employee engagement through the increase of performance; for example, when an employees job has a meaningful relations, fostered employee engagement leads to higher performance.

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Employee engagement is an important tool to ensure this occurs. Each functional unit will be asked to put forward a representative that embodies our values to serve on an employee engagement committee, which is to meet monthly. Regular surveys will also be conducted to seek the feedback of all staff and make adjustments as needed. SUMMARY &

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Servant leadership may be a relatively new concept in the world of business management, but the behaviors that follow its theories are so crucial to human interaction they can be traced back for centuries. Although the majority of America’s most well-known companies do not outwardly claim to follow the actions laid forth by the theories of servant leadership, those with an increasing interest in employee satisfaction and performance do tend to follow many of these same principles. An example of this can be seen in how two completely different organizations, such as the Target Corporation and Food for the Hungry, embrace some of the exact same values, yet have entirely different motivations. Since both Target and Food for the Hungry’s primary objective relies on the satisfaction of their clients, certain characteristics of servant leadership become essential in order to encourage high performance through the maintenance of strong employee relationships Target

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Leaders who practice this approach value integrity, honesty, and transparency. By displaying ethical behavior, servant leaders build trust with their followers and create a culture of trust and respect This aligns with the findings of a study that showed ethical leadership, which shares similarities with servant leadership, has a positive impact on followers' job satisfaction, organizational commitment, and performance. One of the advantages of servant leadership is increased employee motivation and loyalty. When leaders prioritize the needs of their followers, it creates a sense of trust and respect, leading to increased loyalty and commitment from team members Furthermore, servant leadership encourages personal and professional growth. By giving their followers autonomy and responsibility, servant leaders provide opportunities for individuals to develop their skills and reach their full potential, leading to increased job satisfaction and career

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