SERVANT LEADERSHIP

Servant leadership in hospitality organisation

Servant leadership in hospitality organisation

Introduction

This paper talks about the importance of Servant leadership in the Hospitality Oganizations. To begin with, for years the scholars have tried to ascertain the true characteristics, styles, and the attributes that explain the phenomenon of leadership in hospitality organizations. Literature suggests that historically leadership theory and the empirical supporting research have been regarded as a fractured and confusing set of contradictory findings, at times making assertions without (Chemers, 2000). The subject of leadership is complex, and one of the main issues facing hospitality organizations leaders today is how to motivate and how to gain buying so that employees actively participate in the efforts that lead to accomplishing hospitality organizations goals. According to Wheeler (2006), leadership is a phenomenon that results in the need to pursue desired outcomes by desired stakeholder within an organization. The same way leadership and management are two notions that are often used interchangeably. Whether it is school leader, or a leader in any corporate organization, leadership is, in fact, a facet of administration is just one of the numerous assets a thriving supervisor must own and care should be taken in differentiating between the two concepts. Servant leadership evolves over time and as skills develops. The major aim of a manager is to maximize the output of the association through administrative implementation (Dennis and Bocarnea, 2005).

In this paper, we will first go through various definitions related to the study, and then later discuss various important functions and chracteristcs that a servant leader posses which helps these organizations related to hospitality gain success inn there long term and short term goals. Also, why servant leadership is important for these organizations, and the importance of trust and ethics which in such organizations.

Servant leadership is an antecedent to positive micro-individual level behaviors, positive micro-group/team level behaviors, and positive macro-hospitality organizations level behaviors (Youssef, et al, 2007). Scholars have reported that both micro- and macro-positive behaviors can have a positive increase in performance of individuals, groups/teams, and the organization (Carsten, 2009). This employs micro- and macro positive psychology variables to mediate the relationship between servant leadership and performance impact. The micro-positive behavior of hope will illustrate connections between servant leadership and micro-positive behaviors. Hope (the degree to which a person can remain resolute in pursing objectives-or find alternate paths when necessary) has been widely researched (Youssef, et al, 2007) and has been found to have a positive impact on work performance (Peterson & Byron, 2008). It is also likely that servant leadership facilitates other micro-level positive behaviors. Several existing theories and models (e.g., transformational, transactional, charismatic, authentic, and others) sufficiently support the rationale for the way leaders approach the task of leading (Northouse, 2004).

Professional ethics is a system of moral principles, norms and rules of behavior specialist, taking into account the peculiarities of his professional activity and the specific situation. Professional ethics should be an integral part of training of each specialist. The content of any professional ethics consists of ...