Despite the allure of the servant leadership approach which focuses on employee growth and well-being, Sara should be cautious in its use. Both scenarios show a leader who is apparently overwhelmed by her responsibilities and not entirely paying attention to her own limitations. The very reason one has a team to manage is to engage them to the benefit of the unit. It is great that the team offered to support her when she was open about her day, but it is important for Sara to find a balance where she is able to manage emergencies as well as look at administrative priorities. The concept of servant leadership is to prioritize employee well-being and needs over organizational considerations (Yagil & Oren, 2021). In my opinion this is counterintuitive in a hospital setting. By putting employeeâ€™s needs and growth above the institution could potentially lead to negative patient outcomes.
Yagil, D., & Oren, R. (2021). Servant Leadership, Engagement, and Employee Outcomes: the Moderating Roles of Proactivity and Job Autonomy.Â Revista de Psicologia Del Trabajo y de Las Organizaciones,Â 37(1), 58â€“67.
In this week’s episode, Sara showed the characteristics of a servant leader. As described in the text a servant leader is described as an individual who puts the needs of others above their own. Servant leaders concentrate on the needs of others like in this example Sara with her staff. This allows her staff to fulfill their potential and motivate others to accomplish a common goal (Yoder-wise, 2014). An example was when she shared with the staff some struggles and challenges, she has had to try to keep up to date with all her tasks. This characteristic shows that Sara has trust in her staff, by voicing her feelings and being able, to be honest, and express herself. This allowed the staff to also show their support for Sara and be able to support her emotionally. In the second scenario, instead of sharing her feelings, Sara decided to keep her feelings hidden. Sara decided not to be transparent about the challenges she was having, and this resulted in Sara reflecting her frustrations on the staff. By keeping her frustrations and concerns to herself Sara is not being a transparent leader.
Yoder-Wise, P. (2014).Â Leading and Managing in Nursing – 5thÂ edition. Elsevier.com. Retrieved 16 September 2022, from https://www.elsevier.com/books/leading-and-managing-in-nursing/yoder-wise/978-0-323-44913-7.
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