There are currently no research studies that investigate the relationship between acculturation and leadership values and practices among the Indigenous Tribes on the Northern Plains of the United States. The study was initiated because Native American Elders on the Pine Ridge Indian Reservation were concerned that traditional altruistic leadership style was being lost in today's Native American leadership practice. Accordingly, acculturation and servant leadership theories were used to guide the study. A sequential explanatory mixed methods design incorporated the use of quantitative data based on the Servant Leadership Profile (SLP) and the Native American Acculturation Scale. (NAAS). The study included 51 Oglala Sioux tribal leaders, program directors, elected officials and traditional headsmen. The NAAS measured the respondent's orientation towards Native American versus dominant cultural values. The SLP measured the orientation towards the practice of servant leadership. The qualitative component involved interviews with 6 tribal leaders, 2 from each level of acculturation, to increase the understanding of the relationship between cultural orientation and leadership. The levels of acculturation were low, traditional (17.6%), moderate, bicultural (68.6%) and high, assimilated (13.7%). Qualitative themes revealed leadership values similar to servant leadership among all 6 respondents regardless of acculturation level. The bi-cultural participants identified in my study may create innovative ways of defining themselves and society itself for purposes of social change bridging the gap between divisions of traditional and assimilated individuals.

Thesis (Ed.D.)--University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (April 26, 2007) Vita. Includes bibliographical references.

Introduction: As jobdemands in the healthcare system increases, one of the main protective factors involves support within the work environment. Limited knowledge exists about the work environment of nurse assistants and their well-being at work. A relatively small number of studies on this topic in the Nordic countries, and their results indicate high job demands and risk for negative health outcomes. Purpose:This study aimed to investigate nurse assistants’ perception of job demands, the servant leadership of their next superior, job satisfaction, symptoms of emotional exhaustion, and physical well-being at work. It wasalso investigatedwhether perception of servant leadership of their next superior related to job satisfaction and symptoms of emotional exhaustion.Methods: Questionnaires sent to all nurse assistants with registered email addresses at the Icelandic Nurse Assistants Association yielded 588 participants (49% response rate). A new Dutch inventory on servant leadership (SLI) was used to measure perception of servant leadership in nursing; additional questions explored work environment, demands, control and support at work, symptoms of burnout, and job satisfaction. To answer the research questions, a cross-sectional descriptive designwas used Results:The majority of participants experienced high job demands and reported on control and support at work. Despite high levels of burnout, the majority of nurse assistants weresatisfied at work. Servant leadership was practicedsomewhat within nurse assistant’s workplaces. The correlation between perception of servant leadership, job satisfaction, and emotional exhaustion was significant for all SLI sub-factors except courage, and the strongest correlation was for empowerment, humility, and stewardship as sub-factors of servant leadership.Conclusion:This study highlights supportive factors within the work environment, particularly regarding the leadership-empowering role of servant leadership in nursing. Results showhow thissupportis related to nurse assistants ́ well-being at work andsuggeststhat servant leadership can support health promotion within the work environment of nurse assistants. These findings are valuable for nurse assistants, nurse managersand leadershipin the health care system, thus contributingto public health / <p>ISBN 978-91-86739-28-7</p>

This qualitative case study explored the philosophy of servant-leadership in the context of sport, specifically from the perspective of an athletic leader, or servant-athlete. The primary purpose of the research was to identify traits of a servant-athlete—who for the purpose of this case study was Canadian professional basketball player Steve Nash—with the secondary purpose being to look at some formative childhood experiences, which may have shaped the servant-athlete’s leadership style. The primary method of data collection was an academic interview, with other sources of media being used to triangulate the findings. Findings suggested that the servant-athlete would be a team player, who leads by building relationships, practicing compassion, empathy, and self-awareness, and ultimately serving the needs of his teammates. It was found that childhood experiences with service—particularly related to the parents—played a large role in influencing the servant-athlete’s leadership philosophy. Rich commentary from the academic interview spoke to the themes identified, and provided evidence of servant-leadership being a viable leadership philosophy in sport. / Graduate / 0515 / 0534 / 0575 / 0384 / airritch@hotmail.com

Thesis (Ph.D.)--Auburn University, 2007. / Abstract. Vita. Includes bibliographic references (ℓ. 55-72)

Thesis (Ph. D.)--Ohio State University, 2008. / Title from first page of PDF file. Includes bibliographical references (p. 289-298).

Thesis (Ed. D.)--UCLA, 2007. / Vita. Includes bibliographical references (leaves 126-137).

ABSTRACT Title: What can business leaders learn from sport management? Authors: Domagoj Dragicevic and Simon Lindqvist Supervisor: Monika Wallmon and Maria Fregidou-Malama Date: 2018 – January   Purpose: The purpose of this study is to increase the understanding for business leaders about how they can use servant leadership to motivate employees seen from a sport management perspective.   Method: This is a qualitative study based on 11 semi-structured interviews used to collect data. The theoretical framework under which the empirical data was analysed in consists of the Self-Determination theory.   Results and conclusions: The results indicate that the athletes feel that relatedness is the most prominent of the three basic needs according to SDT to create motivation followed by competence and autonomy. Autonomy did not show to be an important basic need to create motivation compared to relatedness and competence.   Suggestions for future research: A similar study to the one we have conducted with a larger number of respondents and from a larger group we believe could have affected the result. A larger group could complicate leadership as well as the relatedness within the group, which makes us think this would be an interesting topic to investigate further.   Contribution of the thesis: Business leaders can utilize this study as it highlights the apparent connection between individuals need of relatedness and competence to their experienced motivation. Motivated employees have shown to be more creative and show a greater tendency to remain within the company.   Key words: Servant leadership, Self-Determination theory, SDT, motivation

Doctor Trudy Thomas is a leader that served; as a medical doctor and as a public servant over five decades during and after the apartheid era in South Africa. The aim of this qualitative study was to identify the leadership characteristics that are evident in Doctor Thomas, the former MEC for Health for the Province of the Eastern Cape; as a leader and to explore how they developed over five decades, given her role within healthcare in South Africa. The first requirement of a servant-leader according to Robert Greenleaf (the contemporary pioneer of servant-leadership) (Greenleaf, 1977), is that the leader is a servant first and starts with a desire to serve. Doctor Thomas started her professional life as a medical missionary doctor, a profession that by its nature is serving and ultimately healing, in the poor rural communities of the Eastern Cape. Her leadership grew out of her initial concern for her patients and their communities and by the opportunities that she was presented with to apply her skills to serve. She was able to identify the deeper needs within these communities and was able to envision practical solutions to these problems, enlisting the assistance of others. Throughout her leadership journey she exhibited humility, and many other trademarks of a servant-leader. She did not see herself as a leader, believing rather that it was a privilege to serve and help people. This study was therefore able to conclude that the leadership that Doctor Thomas has exhibited is that of a servant-leader and that her leadership journey was unintentional and grew out of her desire and ability to serve. This thesis consists of three separate yet interrelated sections. Section One, The Academic Case Study is a holistic, biographical academic case study on an individual. The outcomes of this research are presented as an academic paper, which includes a condensed literature review, results and discussion, as well as recommendations for future research. It also presents recommendations regarding the application of servant-leadership in service industries like Healthcare in South Africa. The presentation of the results is predominantly qualitative with some quantitative aspects. Section Two, The Literature Review presents an extensive review of literature that relates to the phenomena of leadership; servant-leadership; leader and leadership development; servant-leadership development through service and finally servant-leadership in South Africa. Other aspects like Ubuntu and Unintentional leadership are examined. The literature review conducted serves as a broad foundation for understanding servant-leadership but does not purely focus on the issues of this individual study. Section Three, The Research Methodology is an outline of the research aim and objectives, and the research paradigm that has been adopted. The discussion also details the research methodology; the case study method; an inductive approach; an intersubjective position; the individual researched; data collection techniques and analysis; objectivity; issues of quality; ethics; and the limitations of this research.

In recent years, there has been an increased demand by the South African communities and society at large for public institutions to become more accountable. The literature seems to support the view that managerial trust and organisational trust in the public sector is globally acknowledged as a strategic goal. It is imperative for leaders in the public sector to recognise the nature of the business leadership that is required in the South African context. Servant leadership was identified as a leadership style that is most likely to achieve the objective of a trusting public sector.The paper examines the relationship between servant leadership and interpersonal trust, as well as organisational trust in a public sector organisation in South Africa. The sample consisted of 54 employees of the City of Johannesburg Property Company (SOC) Ltd who participated in a survey designed around the Servant Leadership Behaviour Scale developed by (Sendjaya, Sarros&Santora, 2008) along with the Organisational Trust Indicator (Nyhan&Marlowe, 1997).The results of the investigation confirmed what the literature says on servant leadership and trust. It revealed a statistically significant relationship between the opinions of servant leadership with both interpersonal trust and organisational trust. These findings will be discussed in terms of their implications for establishing what kind of leadership model might work in public sector organisations and how this approach might build trust among employees as key stakeholders. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted