The purpose of this study is to develop a substantive grounded theory explaining the development of a philosophy and the practice of leadership amongst young adults who had attended Hilton College and whom were exposed to their servant leadership development programme. The grounded theory method in this study was developed using conventions identified by Strauss and Corbin (1990) and relying upon a collection of incidents noted during interviews with former students, teachers, housemasters, headmaster and Hiltonian Society board members. In total thirty-six interviews were conducted over a period of four years in South Africa, the United Kingdom and Kenya. Using the grounded theory methodology, an understanding of the theoretical model emerged through the development of a personal philosophy and the practice of servant leadership. Related to the central phenomenon of individual leadership philosophy and practice, the causal condition of opportunity to lead, influenced how the individual philosophy and practice emerged. Strategies used by the participants to nurture their philosophy and practice of leadership were the leadership development programme, community service, feedback and reflection. The data identified the intervening conditions and conditions relating to the context of the leadership philosophy and practice. The consequences of developing a leadership philosophy and practice were related to leadership behaviour; self-esteem; growth; follower relations; empowering of others; and relationship to institutions. The theoretical model illustrated the holistic nature of an individual’s leadership philosophy and practice. In this instance, the nature of the data revealed that the individual's leadership philosophy and practice that developed amongst the participants was predominately servant leadership. The different approaches to leadership development were scrutinised with the intention of locating the grounded theory that developed in this study, within the available literature. The literature did provide some useful insights, in particular the social field theory of Bourdieu (1998), which offered a more encompassing explanation and showed much promise in providing an understanding of leadership development. Wheatley's (1999) interpretation of field theory further explained the influence of servant leadership in leadership development. Finally, the researcher developed a set of propositions and recommendations for practice and future research and discussed the value of this research.

Praktiese onderwys is onderrig aan leerders by skole. Die onderrigleier is die persoon wat die verantwoordelikheid vir die onderwysstudente by die skool aanvaar. Die doel van die navorsing is om vas te stel wat die rol van die onderrigleier in die opleiding van onderwysstudente by die skool is. As ‘n kwalitatiewe benadering is ‘n etnografiese ontwerp gebruik om vas te stel watter leierskaprol die geskikste sou wees vir die begeleiding van onderwysstudente by skole. Dienslewerende leierskap is as konseptuele raamwerk gebruik. In die navorsing van dienslewerende leierskap word die “SERVE”-model gebruik om die toepassing van dienslewerende leierskap te evalueer. Daar is gevind dat onderrigleiers wat dienslewerende leierskap toepas die onderwysstudene die beste dien deur hulle toekomsgerig voor te berei en deur professionele opleiding te bied wat gerig is op moontlike veranderinge en aanpassings in die onderwys. Die onderwysstudente moet voldoen aan die hoë verwagtinge wat gestel word deur die personeel by die skool. Dienslewerende onderrigleiers stel self die voorbeeld deur hulle leefwyse en professionele optrede in en buite die skool. Die onderrigleiers voldoen aan die verwagtinge van die universiteite en die Departement van Basiese Onderwys (DBO) deur dienslewerende leierskap aan te wend tot voordeel van die onderwysstudente. Die rol van die onderrigleiers is dus om die onderwysstudente te dien op alle vlakke van die onderwys. Die onderrigleiers moet in vennootskap tree met die universiteite en die universiteite adviseer oor tekortkominge en veranderinge in die voorgeskrewe kurrikulum wat die opleiding van onderwysstudente kan verbeter. Die onderrigleiers moet die verantwoordelikheid wat deur die DBO aan hulle opgedra is, nakom deur mentoronderwysers op te lei en te bemagtig sodat hulle saam met die onderrigleiers die onderwysstudente beter tot diens kan wees. / ENGLISH : Practical teacher training is the short-term “in-service training” (exposure to the teaching profession’s day-to-day tasks and responsibilities) of education students at schools. Practical teacher training is the responsibility of a specifically appointed instructional leader at a school. The purpose of the research is to determine what the role of the instructional leader should be in the practical training of education students at schools. As a qualitative approach an ethnographic design was used to determine what kind of leadership model would be most suitable for the instructional leader to utilise in the guidance of education students at the school during in-service training. Four case studies were used to assess the utilisation of the “SERVE” model (Blanchard en Miller, 1994) in the application of servant leadership by the instructional leaders during the practical teaching process at school. It was found that instructional leaders who use the “SERVE” model for the application of servant leadership serve their educational students best by preparing them for the future with a shared vision and through professional training and teaching them to be flexible so as to adapt to any changes and alterations in education. The education students will be able to satisfy the high expectations that are set by the staff at the school. Servant-instructional leaders set the example through their own way of life and their professional conduct in and outside the school. The instructional leaders are able to satisfy the expectations of the universities and the Department of Basic Education (DBE) through the application of servant leadership to the benefit of the education students. Therefore the role of the instructional leader at the school is to serve the education students on all levels of teaching. The instructional leaders must enter into a partnership with the universities to advise them about shortcomings and changes that can improve the practical teaching of education students. The instructional leaders must take up the responsibilities that the Department of Basic Education bestows on them by appointing mentor teachers who have been trained and empowered to assist the instructional leaders to best serve the education students. / Dissertation (MEd)--University of Pretoria, 2011. / Education Management and Policy Studies / unrestricted

Ledares olika ledarskapsstilar bidrar idag med olika tankar kring hur arbetet skall utföras, samt hur ledaren arbetar med sina medarbetare. Idag finns det flertalet olika typer av ledarskapsstilar, där vissa stilar fokuserar på utveckling av medarbetare, medan andra fokuserar mer på resultat. Dessa olika stilar bidrar på olika sätt till välmående bland medarbetare inom en organisation.Denna studie är begränsad till medarbetare i restaurangbranschen därför att restaurangbranschen lider av en hög personalomsättning, men ligger ändå under snittet när det kommer till arbetsskadeanmälningar. Studien grundar sig i tre ledarskapsstilar, transformativt-, transaktionellt-, och tjänande ledarskap, där de olika ledarskapsstilarna har olika betydelse för medarbetares välmående inom restaurangbranschen. Syftet med studien är att bidra med en ökad kunskap kring vilken betydelse olika ledarskapsstilar kan ha på medarbetares välmående, som i sin tur kan ha en betydelse för den höga personalomsättningen inom restaurangbranschen. Studien har utförts genom att studera de tre olika ledarskapsstilarna, kontroll-, krav-, stödmodellen, samt sedan intervjuer med medarbetare inom restaurangbranschen för att skapa en dialog tillsammans med medarbetarna och på så sätt kunna skapa ytterligare kunskap kring ledarskapsstilars betydelse för medarbetarnas välmående. Studien lyfter fram mängden kontroll, krav och stöd som ledarna ger till sina medarbetare, och vilken betydelse de kan ha för medarbetarnas välmående. Den indikerar även att medarbetare kan påverkas till den grad av mängden kontroll, krav och stöd att om det finns en avsaknad av dessa delar kan det resultera i försämrat välmående där medarbetare väljer att sluta på arbetsplatsen. Studien antyder även att ledarskapsstilar som främjar utveckling av medarbetare, arbete med gemenskap och relationer, samt att en kontinuerlig dialog mellan medarbetare och ledare tenderar att ha en betydelse för välmående hos medarbetarna. / Leaders' different leadership styles today contribute with different ideas about how the work should be performed, and how the leader works with his employees. Today, there are several different types of leadership styles, with some styles focusing on employee development, while others focus more on results. These different styles contribute in different ways to the well-being of employees within an organization. This study is limited to employees in the restaurant industry because the restaurant industry suffers from a high staff turnover, but is still below average when it comes to work injury reports. The study is based on three leadership styles, transformative, transactional, and serving leadership, where the different leadership styles have different meanings for employee well-being in the restaurant industry. The purpose of the study is to contribute with an increased knowledge of the significance of different leadership styles on the well-being of employees, which in turn may have a significance for the high staff turnover in the restaurant industry. The study was conducted by studying the three different leadership styles, the control, requirements, support model, and then through interviews with employees in the restaurant industry to create a dialogue with employees and thus be able to create additional knowledge about leadership styles' impact on employees. prosperous. The study highlights the amount of control, demands and support that managers give to their employees, and what significance they can have for the well-being of employees. It also indicates that employees can be affected to the extent of the amount of control, demands and support that if there is a lack of these parts, it can result in impaired well-being where employees choose to quit the workplace.The study also suggests that leadership styles that promote employee development, work with community and relationships, as well as a continuous dialogue between employees and leaders tend to have an impact on employee well-being.

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Text in German, summaries in German and English / In dieser Forschungsarbeit wird die dienende und interkulturelle Leiterschaft aus schriftlichen Quellen ausgearbeitet, um zu überprüfen, ob die dienende Leiterschaft in einem interkulturellen Kontext, in dem Leiterschaft stattfindet, anwendbar ist. Aus dieser erarbeiteten Lage und dem Versuch ihrer Implementierung wird dann auf mögliche Spannungen hingewiesen, die in der Anwendung der dienenden Leiterschaft im interkulturellen Kontext vorkommen können. In einer Fallstudie wird die Geschichte der MBG Volendam unter dem Aspekt „Leiterschaft und interkulturelle missionarische Arbeit“ dargestellt. In dieser Fallstudie wird weiter aufgezeigt, wie dienende Leiterschaft in der Gemeinde und ihrer missionarischen Tätigkeit implementiert wurde. Diese Umsetzung der dienenden Leiterschaft in Gemeinde- und interkulturellen Kontext wird dann anhand ausgewählter Interviews überprüft. Anhand dieser Darstellung aus Literatur und der Fallstudie und ihrer Auswertung werden umsetzbare Richtlinien für die Anwendung der dienenden Leiterschaft im interkulturellen Kontext aufgeführt. Diese Forschungsarbeit will einen Beitrag zur Einsetzung der dienenden Leiterschaft im interkulturellen Kontext leisten. Gleichzeitig zeigt sie auf, wie dieses im christlichen Gemeindekontext und in ihrer interkulturellen Mission funktioniert hat. / This research defines a servant and intercultural leadership. Written materials has been gathered, studied and compared, so that they prove their mutual compatibility. From this developed position and their comparison, some possible tensions have been appointed that occur in a cross-cultural context which may be implicated in a servant and intercultural leadership. In the case study, the history of the MBG Volendam is displayed under the aspects of leadership and cross-cultural missionary work. This case study shows how the servant leadership was implemented in a church and its missionary activity. Finally, this implementation of a servant leadership in church and in an intercultural context was evaluated. Based on this research in literature, the case study and its evaluation, some guidelines have been listed for the application of a servant leadership in an intercultural context. This research aims to contribute to establish a servant leadership in an intercultural context. At the same time it shows how this has worked in the context of a Christian community and their intercultural mission. / Practical Theology / M. Th. (Theological ethics (Christian leadership))