Nonprofit Management and Leadership

Question: Discuss about the Nonprofit Management and Leadership. Answer: Introduction: Dr. Clare Grave is a known person who has contributed a lot in the field of leadership and development. Most of us have learned that empathy listening, healing, emphasizing, persuading, foreseeing, building communities, conceptualization, supporting and empowering are the norms of most world religions and cultures so principles of servant leadership cross religious and cultural lines. Overall, it does not matter what your religious beliefs or cultural beliefs are to a leader; a leader is there to guide, support, and put first his/her stakeholders. Some of world religions are different for example (Birnbaum Lach, 2014). The American psychologist Graves theorized that there are eight value systems, which evolved over the course of human history. He assumed that each value system flows from the previous one as a response to ever more complex life circumstances and to the problems with the previous set of values. The first category given by Grave is purple drive. The person with purple drive is supposed to be cautious about safety and security. The other key words that describe the people with purple driver are belonging, tradition, feeling at home, togetherness, and seniority. The secondary category given by Grave is red drive. The person with red drive is supposed to be respect and power. I believe that the red drive could be considered with the people at higher authority in the organizations. They act impulsively, quickly, and forcefully without thinking of the consequences (Dion, 2012). Other key words for this drive are: reputation, strength, power, honor, and courage. The third category given by Grave is blue drive. The people with blue drive are supposed to be focused on security. These are the people who are disciplined and like to follow a punctual life. The fourth category given by Grave is orange drive. The people with orange drive are highly competitive in nature. Few other key wo rds for this drive are: achievement, success, results, progress, and influence. The fifth category given by Grave is green drive. The people associated with green category are supposed to be loyal. The people with green category want to live with harmony. The sixth category given by Grave is Yellow drive. The keywords associated with yellow drive are learning and independence. The people with yellow drive are highly creative in nature (Knutsen Brock, 2014). The seventh category given by Grave is Turquoise. The keywords associated with Turquoise category are responsibility, spirituality, integration and balance. The diagrammatic representation of Grave value systems theory can be shown as: In the modern world of contemporary organizations, organizations want the leaders that have the attributes and personalities from various drives. Attributes and expectations of value leadership are highly correlated with values, ethics, and serving others. The principles of Garves value system theory and effective leadership theory cross religious and cultural lines not only because of ones attributes and position in an organization or cultural status. For example some basic principles, listening, foresight, awareness are things that leaders in many organizations have that allow effective leadership to take place. Foresight also is a characteristic that enables leaders to understand lessons from the past, the realities of the present, and the likely consequence of a decision in the future. It is deeply rooted in the intuitive mind. Listening, awareness, and listening are all servant leadership principles but are used in non-religious organizations and also in many cultures. In the multinational organizations like Emirates Airlines, the management has realized that there could be leaders and managers that may not be the master of all the drives. However, it important that people should have a learning attitude (Krystofik, 2014). The industrial and entrepreneurship leadership theory has changed through the course of history. Leading people is as old as the earths known existence. But how one leads, whom they lead, and what philosophy they embrace as their mantra, has varied throughout the ages of time, as well as the culture in which one exists. The schoolhouse has emerged from a one-room building, with a single teacher and administrator into an elaborate system of schools that are a part of a district, with multiple facilities and multiple layers of administrative bureaucracy. The evolution of industrial leadership is in part due to how schools have grown, how our societys values have changed, and how our understanding of the theories of behavior and lea dership has changed through academic research. Evaluation of different leadership styles and behaviors This section would discuss the evaluation of various leadership for Emirates Airlines. With time, management realized that servant leadership style is the best leadership style for Emirates. The servant leadership style matches best with green drive. It is also correct to say that other color drives could also be observed across Emirates airlines. However, if the culture of Emirates Airlines were to be explained with a single color, it would be Green. The diagrammatic representation of the value system of Emirates Airlines can be shown as: The scientific study of the styles of leadership is a relatively new phenomenon that began in the twentieth century. In 1995, Larry Spears made the argument, As we near the end of the twentieth century, we are beginning to see that traditional autocratic and hierarchical modes of leadership are slowly yielding to a newer model one that attempts to simultaneously enhance the personal growth of workers and improve the quality and caring of our many institutions through a combination of teamwork and community, personal involvement in decision making and ethical and caring behavior (Williams, 2010). This emerging approach to leadership and service is called servant-leadership. Research studies have brought to light the importance of satisfying the needs of the follower and the leader in order to achieve the goals of the organization. Servant leadership is identified as a style of leadership theory that addresses the wholeness of human needs in mind, emotions, body, and spirit. Research on leadership by various scholars has brought this theory to the forefront of what is considered effective leadership in the new millennium. Servant leadership defines and describes what attributes are necessary for a leader to be successful in todays society and currently in the field of education. Thomas Sergiovannis framework of the sources of authority for leadership/supervisory policy and practices describe the five primary styles of leadership. Moral leadership as defined by Sergiovanni, includes the concept of Servant Leadership, which is the primary focus of this study. With time, Emirates Airlines have make changes in its leadership style to suit external environment. The management of Emirates believes that organizational leadership has commonality throughout different cultures. Servant leaders avoid making choices that are compromising to ones values; they choose solutions that strengthen their values (Trompenaars Voerman, 2009). Cross culturally servant leaders respect the capabilities of their followers. They are not afraid of sharing their power through empowerment (Hannay University, 2012). A true leader understands that they are no stronger than their weakest link; therefore their focus is bringing out the best in their subordinates. The management of Emirates Airlines has integrated the green drive with servant leadership style. In the business world, in life, or wherever the action occurs, a servant leader is first and foremost a servant. They are intent upon helping others and ensuring they are successful (Spears, 2010). Being a servant leader takes an extreme amount of effort and dedication to be successful, one must put themselves, as servant in front of others. Once someone has mastered the art of serving, the leadership aspect can begin to come into play. The combination of service and the art of influencing others through your dedication culminate in what we refer to as a servant leader (Pilbeam, 2010). Servant leaders can be very successful since they are a powerful combination of helping people to succeed and also providing guidance and leadership to ensure successful outcomes. Evaluation and analysis of leadership issues One of the leadership issues that Emirates Airlines faces is the issue of managing leadership in the contemporary business environment. The top leaders of Emirates Airlines believe that they have various managers but not effective leaders. The lack of effective leadership skills is one of the issues for Emirates Airlines. The one thing that separates managers from leaders is a vocation. In addition, effective leaders are those that are called to be a leader. In other words, not all are called (vocation) to be leaders, however, any manager can be trained to be good leaders but they will not be authentic in their efforts while leading their followers. Todays traditional approach may be subdued by larger needs, complexity, power, impersonal, lack of competence resulting in a poor outcome with greater issues with ethics. Overall, servant leadership is associated with a participate leadership. The other styles such as; autocratic, laissez-faire, do not embrace servant leadership. when organizational leaders are committed to improving the relationship with their employees there will be an improve output in quality that stems from employees being committed and motivated to do better as their leaders take the time and place the needs of others before themselves as mentioned. Additionally, being authentic while being empathic, empowering, ethical, neutering and so forth. Overall, traditional leadership do not place the needs of individuals over themselves nor collective. Traditional leadership is more concern in getting the task completed than developing a relationship with others and or their followers. The problem with servant leadership is its time constraint to develop employees, even though there are models such as, One Minute Manger, One Minute Reprimand that help leaders in steering their employees to better performance with a servant style leadership but time constraints and opposing views still concerns. The airline industry is a very tricky industry and it is expected that people in this industry would have the capabilities and abilities to manage the concern of consumers. Another issue for Emirates Airlines is the issue of authority and power in leadership. There are four dimensions of Moral Authority and are used as the core of being a servant leader and are consistent with types of behavior a servant leader may exhibit. The first dimension is called sacrifice, which refers to the persons lack of an ego (Greenleaf, 1977). Having a quiet conscious instead of a boisterous ego is a centerpiece of a servants behavior. The second part of Moral Authority or Conscience is supporting a cause higher than you, in other words: Servant. Thirdly, the means used are just as important as the end product (Greenleaf, 1977). Do not sacrifice morals or ethics to achieve the outcome. Be a servant and focus on how things are done, not just the end result. Finally, relationships are important, not indi vidual behavior. A servant leader means building relationships and sharing in the values and goals together (Greenleaf, 1977). Servant leadership differs from traditional forms due to the emphasis on being a servant first and a leader second. Traditional models are centered on the leader as the person who is responsible and leading the charge. In a Servant leader, the emphasis is not on the leader, but rather the people. Generally, it is in the interpersonal relationships between the servant leader and the followers that the biggest difference is seen, regarding the different leadership styles. While other leadership styles may have some focus on the followers, such as transformational leadership, most of the other styles focus on the end product -- the change, the work, the output of the organization. Other types of leadership can be put on and taken off as needed, as in situational leadership, where what the leader does is dependent on the situation and the followers. Servant leadership is unique in that it is based on the desire of the leader to serve the followers, not on a desire to make money or gain power. Reflection: My analysis of leadership When I started this course I had a basic understanding of leadership. However, today I have a deep understanding of leadership. In this course I learned the concept of the servant leader, and how it is not just an individual who can be a leader -- an organization or a group can also function as a leader (Newitz, 2015). There are various positive take away from this course and one of the most important takeaways for me is the concept of servant leadership. I have learned that a leader just simply wanting to become a servant leader isnt enough. They often need to put a great deal of work on themselves by developing a comprehensive understanding of their abilities as well as their strengths and weaknesses. Development is critical for a leader that is wants to be a servant leader. It does indeed take time to make these adjustments but leaders can learn from experience. I think that leaders need to have experience before they can do this effectively. They must learn from both success and failure and make adjustments as needed. A servant leader must be comfortable with the idea of looking beyond their personal needs and to give power to followers in an effort to move them towards greatness. Servant leaders must learn to set a good example, become consistent with their actions, and demonstrating integrity with their values and behaviors (Ebener OConnell, 2010). Indeed these efforts do take time to master, but this effort makes a major difference in ones ability to make a profound impact on their followers and with their own abilities. I agree and like what Dr. Gibbs states about a servant leader and those exemplar characteristics they display in every sphere of their lives. He indicates, A servant leader should be the hardest working person in the organization; the one who clearly shares a vision and provides resources, training, coaching and a climate that fully supports their team (Gibb, 2015). The apex of a servant leader is an internal as well as an external example of Christ Jesus himself. If I have to summarize my learning then I would say that It is very important to make sure that you build a bond with people that you plan on leading in any type of way. You have to know your people and you have to be able to make sure that becoming a servant leader that you gain the trust of that leader. When you have that much authority over people you have to have their trust. And once you get their trust than you have a good person to lead you. Making sure that things are going to go well you and the rest of the people will know that their choices they made were good and respected by all. It's hard to find a person that is willing to step up to the plate and give their all to total strangers and gain their trust and fight to keep their trust as long as it may take (Reidenbach, 2013). Being a good leader you have to have a good ear to listen even when you do not want to. You have to know where your people are coming from and where their going rather good or bad. It will never be easy once you have start because you have so many people trying to see if you are going to be able to listen to them. Theyre going to test you as a servant leader to make sure that you able to take on the task. If you listen well that mean you will communicate well and that's what people look for also. If you can hold a conversation with a total stranger and fix their issues and it's observed by other than youre in a win-win situation. It makes you as the leader looks very good in the eyes of the people that are watching you closely. The traits, behaviors and leadership styles that I would expect to see in a person who identifies their self as a servant leader would be; a person who is willing to sacrifice their personal interest for the wellbeing of others, they would possess the natural feeling of need to serve others first, they would take great pleasure in helping others to grow and reach their full potential, they would be willing to share the glory and power with others, and they would not exhibit domineering traits. The servant leadership may be considered vocational because the it remains a quality in which those who possesses it is more spiritually fulfilled through the actions of giving and not receiving. References Ebener, D., O'Connell, D. (2010). How Might Servant Leadership Work? Nonprofit Management Leadership, 20(3), 315-335.Greenleaf, R. K. (1977). Servant Leadership. Mahwah, New Jersey: Paulist Press. Gibb, R., PhD. (2015). 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