Leadership in Organization

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1 Leadership by Organisational Level: Dell Student Name Affiliation Course Professor Name

2 Component 1: Dell Corporation Case Study Introduction This essay aims to investigate the reactions of leadership at various levels within an organization to today's volatile and uncertain business environments. To establish a comprehensive understanding, we will present Yukl's (2013) leadership matrix, which offers a conceptual framework for accepting leadership within different organizational hierarchies. Furthermore, we will explore environmental turbulence and its specific implications for Dell Technologies Inc. Company. Dell Technologies Inc. Company, a prominent player in the technology market, will be the focal point of our analysis. The company primarily develops cutting-edge software solutions (Elia et al., 2020). Over time, Dell has encountered numerous daunting challenges arising from the ever-changing dynamics of the market, fierce competition, and disruptive technological advancements. Through the essay, we will closely explore ways leadership has addressed the challenges embodied by environmental turbulence within general management, senior management, as well as supervisors/team leaders/line managers (Yukl, 2013). Scrutinizing the leadership rejoinders at each stage will offer valuable perceptions of their embraced strategies, decision-making processes, and inclusive impact on the company's procedures and adaptability. By expansively studying Dell Technologies Inc. Company, we anticipate shedding light on the diverse lens through which leadership is navigating through turbulent environments. In due course, through a nuanced examination of leadership responses, we aim to contribute to the bigger understanding of leadership in turbulent business environments and its implication in shaping organizational outcomes. The Leadership Matrix

3 Yukl's (2013) leadership matrix offers a backdrop for understanding leadership within organizations by cataloguing it into different levels. This matrix accentuates the hierarchical leadership structure and ascertains three key levels: general managerial, senior managerial, and supervisor/team leader/line manager. General Managerial Level: The top tier in the leadership matrix denotes the general managerial level, which pertains to positions such as Chair, Board Director, and Chief Executive Officer (CEO) (Recendes et al., 2022). Managers at this level are responsible for increasing the overall strategic decisions of the company, setting indispensable company goals, and ensuring the long- term sustainability and success of the organization. Senior Managerial Level: As identified by Yukl, the senior managerial level comprises individuals holding positions within groups or departments. These managers decipher the organization's strategic vision into actionable strategies and goals at a more specific level. They oversee strategy implementation, resource synchronization, and performance monitoring within their respective areas. Senior managers bring into line their groups with company goals and enhance departmental operational efficiency. Supervisor/Team Leader/Line Manager Level: This manager level epitomizes leaders directly interacting with frontline staff. They manage small teams or units and guarantee smooth day-to- day operations. Leaders at this stage focus on task coordination, providing supervision and support to their team members, and solving operational issues (Hashimy et al., 2023). They foster employee commitment, morale, and strategic communication within their groups. Organizational turbulence denotes constant and unpredictable change and distraction in the external business environment. It is categorized as rapid technological advancements,

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4 shifting market dynamics, forceful competition, regulatory changes, and economic upheavals (Rego et al., 2023). Turbulence creates uncertainties and challenges, rendering it difficult to predict future trends or assertively develop long-term plans. In turbulent environments, organizations face amplified risks, competition, and the need to adapt quickly for survival and success. Turbulence can upset established business models, render standing strategies ineffective, and require agility and responsiveness in decision-making. Leadership in turbulent environments demands a proactive and forward-thinking approach (Howieson, 2019). Leaders must probe the external environment, anticipate disruptions, and identify opportunities amidst challenges. They need to nurture agility, innovation, and adaptableness within their organizations. Effective leadership in turbulent periods involves informed decision-making, well-organized resource mobilization, collaboration, and empowering employees to embrace adjustment and drive organizational success. Dell Technologies Inc. Dell Technologies Inc. is a diversified establishment operating in manifold segments, namely the Infrastructure Solutions Group, the Client Solutions Group, as well as VMware (Kumar & Kumar, 2019). The Client Solutions Group provides workstations, notebooks, desktop computers, and other peripherals to consumers and corporations. Moreover, the Infrastructure Solutions Group ensures that servers, storage, networking as well as other solutions are available for data centers. Additionally, Dell Technologies owns VMware, a subsidiary offering cloud computing and virtualization software and services. Turbulence Experienced and Impact

5 Dell Technologies Inc. has encountered significant challenges amidst the dynamic business environment of today's technology sector. The company has faced turbulence on multiple fronts with rapid innovation, evolving customer preferences, and intense competition. Global economic fluctuations and disruptive industry trends have further added to the situation's complexity. One primary source of turbulence for Dell Technologies Inc. has been the rising demand for mobile devices, leading to a decline in the traditional personal computer market (Pasalic & Pavic, 2021). As customers' preferences shifted towards mobile phones and tablets, Dell had to adapt its business model and product offerings to remain relevant and competitive. Technological innovations, particularly the swift embracing of virtualization and cloud computing, also posed challenges for Dell's old-style on-premises IT infrastructure market focus (Ding et al., 2021). To stay ahead, Dell needed to circumnavigate this shift and adjust its offerings to accommodate to the growing mandate for cloud-based services. Moreover, global economic fluctuations, comprising recessions and trade tensions, impacted Dell's operations. Improbability in the economic atmosphere led to fluctuations in demand and customer expenditure patterns, affecting the company's revenue and profitability. To manage these challenges, Dell executed cost optimization strategies, streamlined operations, and differentiated its product portfolio to mitigate the impact of economic turbulence. The impact of these turbulent environments on Dell Technologies Inc. has been extensive. The decline in the traditional PC market resulted in reduced revenue from the Client Solutions Group. To address this, Dell purposefully focused on higher-value products and services, such as gaming personal computers, premium laptops, and enterprise resolutions (Lacy et al., 2020). An emphasis on technological advancements and the proliferation of cloud computing at Dell enables strategic acquisitions, such as VMware, that establish and strengthen its brand presence

6 within cloud computing and visualization. Such strategies are the cause of Dell’s expansion and continued offerings and improvement in meeting its consumers' evolving needs in this digital transformation era. Analysis of the Response Dell Technologies Inc. has established a proactive and adaptive response to the turbulent environments it has confronted. The company's leadership at diverse levels has realized strategies and initiatives to address the challenges of shifting market dynamics, technological advancements, and economic fluctuations (Galli, 2020). Within the administrative level, including the Chair, Chief Executive Officer, and Board Director, the Leadership at Dell has been contributory in setting up the general strategic track of the company and driving its transformative initiatives (Chou et al., 2023). Leadership and management accept the need to adapt to the changing conditions in the market and technical improvements. A detailed rejoinder to these changes is the decision of administration to acquire VMWare, a leading provider of virtualizing software and cloud computing. Dell was able to tap into the increasing demand for cloud services, permitting it to double its offerings. Dell Corporation has increased its portfolio through its association in VMWare, bolstering its market situation within cloud computing and establishing itself as a critical player in the industry. Dell's leadership at the general managerial level has also accentuated diversification to alleviate risks associated with economic turbulence. The company has stretched out its focus beyond traditional PCs to higher-value products and services, such as gaming personal computers and premium laptops. By categorizing emerging market trends and consumer demands, Dell has allied its offerings with evolving customer needs and captured new opportunities in niche markets with advanced profit margins.

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7 At the senior managerial level, which encompasses individuals who hold positions within groups or departments, management has played a vital role in deciphering the organization's strategic vision into actionable plans and goals (Ding et al., 2021). Senior managers at Dell have engrossed on driving innovation, product development, and market development strategies. To address the decline in the outmoded personal computer market and capitalize on emerging trends, Dell's senior managers have developed and marketed high-value products, such as gaming personal computers and premium laptops. These investments have permissible Dell to tap into niche markets and generate higher profit margins. Additionally, Dell's management at the senior managerial level has emphasized building strategic and partnerships. Through fostering connections and collaborations with other companies in the technological sector, Del has managed to multiply its offerings and offer effective technological solutions to different consumers. Such partnerships are contributory to Dell’s access to new technologies, expansion of its client base, as well as strengthening its position in the market. Leadership at the supervisor/team leader/line manager level has been influential in ensuring operational excellence, employee engagement, and operative communication within Dell (Yukl, 2013). Supervisors and team leaders have managed small teams or units and addressed day-to-day operational challenges. They have facilitated open and transparent communication channels, informing employees about the company's strategies, changes, and goals. Operational communication during turbulent times has helped employees understand the rationale behind decisions and fostered a sense of configuration and commitment to organizational goals. The response of leadership at different levels within Dell Technologies Inc. has had a critical influence on the company's ability to navigate violent environments successfully. By

8 strategically acclimatizing to changeable market dynamics, Dell has remained competitive and captured new opportunities (Syed et al., 2020). The acquisition of VMware additionally increased Dell's product offerings and situated the company as a key competitor in the cloud computing segment. This premeditated move has increased the company's growth and heightened its ability to meet client requirements for digital transformation solutions. The emphasis on diversification beyond traditional personal computers has allowed Dell to mitigate the impact of waning market trends and explore new revenue streams. By focusing on higher-value products such as gaming PCs and premium laptops, Dell has been able to cater to precise buyer necessities and sustain profitability (Jelassi et al., 2020). Cost optimization initiatives and operational efficiencies have also positively impacted Dell's financial performance. The company's focus on exploration and development, innovation, and strategic partnerships has further braced its position in the market (Ragulan, 2021). Dell's leadership has fostered a culture of agility, adaptability, and employee engagement. By empowering employees to embrace change and contribute to process expansions, Dell has created a positive work culture and fostered a sense of ownership and commitment. Effective communication networks and employee development initiatives have further enhanced engagement and productivity. Dell Technologies Inc. has confirmed effective leadership at various levels of the organization in reaction to turbulent environments. The leadership's strategic choices, such as acquiring VMware and emphasizing variation and innovation, have facilitated Dell to adapt to changing market dynamics and remain competitive. The company's practical approach, focus on employee engagement and operative communication have added to its ability to navigate turbulent times and capture new growth opportunities successfully. Conclusion

9 Dell Technologies Inc. has ascertained effective leadership responses at numerous levels to traverse the turbulent environments it has faced. The company's strategic initiatives, including diversification, acquisitions, cost optimization, and innovation, have facilitated Dell to adapt to market dynamics and seize opportunities. By focusing on higher-value outputs like premium laptops and personal gaming computers, Dell effectively addressed the effects of declining trends in the traditional personal computers market. The procurement of VMware and strategic partnerships have further strengthened Dell's position in the market and expanded its customer base. At the broad managerial, senior managerial, as well as dyadic levels, operational leadership responses have situated Dell Technologies Inc. as a resilient and ground-breaking player in the technology sector. The company's ability to navigate turbulent environments and capitalize on emerging trends has ensured its sustained growth and success. Overall, Dell's response to today's turbulent environments typifies the importance of proactive and adaptive leadership. Using strategic decision-making and open as well as innovative mind sets, Dell has effectively tackled most challenges arising from the evolving market forces, economic changes, and technological advances.

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10 References Chou, D. C., Chen, H. G., & Lin, B. (2023). Green IT and corporate social responsibility for sustainability. Journal of Computer Information Systems, 63(2), 322-333. Ding, D., Liu, X., & Xu, H. (2021, October). Sustainable Competitive Advantage: Case Studies of Dell, Ikea and Byte Dance. In 2021 6th International Conference on Modern Management and Education Technology (MMET 2021) (pp. 674-679). Atlantis Press. Elia, G., Petruzzelli, A. M., & Urbinati, A. (2020). Implementing open innovation through virtual brand communities: A case study analysis in the semiconductor industry. Technological forecasting and social change, 155, 119994. Galli, B. J. (2020). Impact and role of motivation theories in continuous improvement environments: A reflection of literature. International Journal of Service Science, Management, Engineering, and Technology (IJSSMET), 11(1), 1-13. Hashimy, S. Q., Jahromi, A., Hamza, M., Naaz, I., Nyamwero, N. B., & Basavarajappa, H. T. (2023). Nurturing Leadership and Capacity Building for Success: Empowering Growth. International Journal of Rehabilitation and Special Education, 3(2), 1-14. Howieson, W. B. (2019). Leadership: The Current State of Play. Bingley: Emerald Publishing Limited.) Jelassi, T., Martínez-López, F. J., Jelassi, T., & Martínez-López, F. J. (2020). External Analysis: The Impact of the Internet on the Macro-environment and on the Industry Structure of e- Business Companies. Strategies for e-Business: Concepts and Cases on Value Creation and Digital Business Transformation, 49-95.

11 Kumar, B. R., & Kumar, B. R. (2019). Dell’s Acquisition of EMC. Wealth Creation in the World’s Largest Mergers and Acquisitions: Integrated Case Studies, 191-195. Lacy, P., Long, J., Spindler, W., Lacy, P., Long, J., & Spindler, W. (2020). The Circular Business Models. The Circular Economy Handbook: Realizing the Circular Advantage, 17-42. Pasalic, I. N., & Pavic, I. (2021). Market Concentration in the Personal Computer Industry. International ournal of Economic Sciences, 10(1), 84-99. Ragulan, B. (2021). Strategic Analysis of Dell Inc. Recendes, T., Aime, F., Hill, A. D., & Petrenko, O. V. (2022). Bargaining your way to success: The effect of Machiavellian chief executive officers on firm costs. Strategic Management Journal, 43(10), 2012-2041. Rego, L., Brady, M., Leone, R., Roberts, J., Srivastava, C., & Srivastava, R. (2022). Brand response to environmental turbulence: A framework and propositions for resistance, recovery and reinvention. International Journal of Research in Marketing, 39(2), 583-602. Syed, T. A., Blome, C., & Papadopoulos, T. (2020). Impact of IT ambidexterity on new product development speed: Theory and empirical evidence. Decision Sciences, 51(3), 655-690. Yukl, 2013. Leadership in Organizations book: Conceptualises leadership by organisational level.

12 Component 2: Reflective Essay Introduction In this essay, I will explore leadership and its effect in contemporary contexts. The essay prompt probes me to reflect on what leadership means to me, its significance, and its purpose in organizations as well as society. To fulfil these objectives, I will focus on two specific leadership concepts: Transformational Leadership as well as Servant Leadership. By examining these conceptions and drawing on appropriate literature, I will explore how they relate to real-world practice and how they align with leadership behaviours observed in different settings. To commence, I will provide a comprehensive explanation of Transformational Leadership, emphasising its core principles and characteristics. I will draw upon theoretical and practitioner sources to support my considerate of this leadership style. Furthermore, I will incorporate examples from my work practise or the guest lectures to validate how Transformational Leadership has been functional in practical scenarios. Next, I will alter my focus to Servant Leadership and its exceptional attributes. Drawing on relevant literature, I will scrutinise how this leadership style can be effectively implemented in different organizational contexts. Furthermore, I will provide illustrations from either my own work experience or the guest lectures to elucidate how Servant Leadership has been practiced and its impact on individuals and teams. By critically assessing its implications, I will highlight the ways in which Servant Leadership theory explicates and complements leadership practices in real-world settings. Through the integration of academic and practitioner literature, I have verified how these theories of leadership align with observed leadership behaviours and contribute to effective leadership practices.

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13 Transformational Leadership Transformational Leadership is a noticeable leadership approach that has gathered considerable consideration in both academic and practical spheres. This concept circles around leaders who enjoy the ability to inspire and stimulate their followers to achieve extraordinary performance and personal growth. At its core, Transformational Leadership emphasizes the leader's capability to articulate a enthralling vision, act as a role model, stimulate intellectual growth, and provide individualized sustenance to their followers. For a comprehensive understanding of Transformational Leadership, it is overbearing to delve into its key components, as supported by relevant literature. According to Top et al. (2020), this leadership style comprises four dimensions: idealized inspiration, inspirational motivation, intellectual stimulation, and individualized consideration. The first dimension, idealized influence, necessitates leaders serving as role models, earning the trust and reverence of their followers. Leaders presenting idealized influence act with integrity, set high ethical standards, and demonstrate unwavering commitment to their vision and values. By embodying these potentials, leaders inspire their followers to emulate their behaviour and embrace the shared vision as their own. Stimulating motivation, the second dimension, involves the construction of a compelling vision that encourages others to rally behind and work towards it. Transformational leaders interconnect their vision with enthusiasm, clarity, and passion, making it emotionally appealing and evocative to their followers. Through effective storytelling and persuasion, leaders kindle a sense of purpose and determination within their teams, encouraging them to overcome challenges and strive for excellence.

14 The third element, intellectual stimulation, is vital for heartening innovative thinking and problem-solving (Khan & Saif, 2022). Leaders who stimulate intelligent growth motivate their followers to think critically, question conventional norms, and explore new possibilities. They foster an environment that encourages resourcefulness and continuous learning, motivating their teams to generate ground-breaking ideas and find novel solutions to complex issues. The fourth dimension, individualized consideration, accentuates the leader's concentration to the unique needs, abilities, and aspirations of each follower. Transformational leaders distinguish that individuals have different strengths, weaknesses, in addition to areas that need developmental. Due to these factors, they offer personalized and separable support, mentoring as well as guidance to help their subjects in achieving their full potential. Through their demonstration of sincere care and an interest in the followers’ growth and development, such leaders bring about stronger relationships that have trust and foster loyalty. Drawing from my own work experience, I had the privilege of being part of a marketing team led by a manager who exemplified the qualities of Transformational Leadership. His charismatic demeanour and visionary outlook served as a catalyst for our team's exceptional performance. He consistently communicated a clear and inspiring vision, instilling a sense of purpose and direction among the team members. Under the manager's transformational leadership, our team accomplished numerous benefits. Firstly, his aptitude to inspire and motivate us resulted in intensified engagement and commitment. We felt a strong construction to the vision he pronounced and were eager to exert extra effort to achieve our goals. The manager's passion and passion were contagious, fostering a constructive and animated work environment.

15 Secondly, the emphasis on intellectual stimulation promoted an innovative mindset within the team. Our manager encouraged us to challenge the status quo, explore new ideas, and take calculated risks. This culture of learning and experimentation encouraged us to develop fresh perspectives, propose innovative strategies, and adapt swiftly to changes in the market. Moreover, the manager's individualized consideration played a pivotal role in our professional development. He invested time in thoughtfulness of our unique strengths, weaknesses, and career aspirations. Through regular performance discussions and one-on-one coaching sessions, he provided personalized guidance and support (Top et al., 2020). This individualized approach boosted our confidence, facilitated skill development, and empowered us to overcome challenges effectively. While Transformational Leadership offers abundant strengths, it is essential to acknowledge potential limitations. One prospective weakness lies in the reliance on the leader's charisma and vision (Jambawo, 2018). In situations where leaders lack these qualities or fail to effectively communicate their vision, groups may become disillusioned and lose motivation. Moreover, the emphasis on individualized deliberation can be time-consuming and resource- intensive, predominantly in larger organizations. Leaders must strike a balance between attending to individual needs and upholding overall team cohesion in addition to efficiency. Transformational Leadership materialises as a powerful leadership concept that inspires and stimulates followers to achieve exceptional performance and personal growth. It encompasses the dimensions of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Grounded on my work experience, I have witnessed the positive impact of Transformational Leadership on team presentation and individual development. By understanding and applying the philosophies of this leadership

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16 approach, leaders can instigate their teams, foster innovation, and create a supportive atmosphere for growth and success. Servant Leadership Servant Leadership is a theory of leadership that occasions a leader's primary role of focusing on others, accordingly prioritizing their needs, as well as augmenting their overall growth. This concept is based on the impression that leaders need to be stewards of their followers, striving towards their progress and well-being and success. This idea contradicts the conventional leadership styles which concentrates on authoritative leadership and control. To gain a all-inclusive appreciative of Servant Leadership, it is imperative to explore its core philosophies and examine pertinent literature supporting its efficacy. Greenleaf (2002), on of the forerunners in the field, fielded different characteristics of such leaders, which included listening skills, empathy, awareness, healing, conceptualization, stewardship, passion, commitment to others' growth, and community building. At the centre of this leadership concept is empathy in which leaders try to understand and empathize with feelings, experiences and thoughts of their followers. Through empathy, leaders foster as caring and supporting setting that ensures trust and rapport among team members. Such leaders are active listeners who seek followers input and consider their perspectives before making decisions. The leader is also able to heal and nurture personal wellbeing of followers. Servant leaders understand that people may have professional or personal challenges and are proactive in creating a safe space for growth and healing. They offer support, resources and encouragement to assist followers in overcoming hardships, both within and outside the workplace.

17 In addition, they have self-awareness, understanding the strengths, weaknesses, values, as well as impact on others (Rachman et al.., 2021). They additionally demonstrate situational awareness, are attuned to the needs and dynamics of their teams and the larger organizational context. Awareness thus helps them make informed decisions and adapt their leadership style to meet the specific needs of their followers. Another term used is conceptualization, which involves the ability to envision long-term goals, strategies, as well as outcomes. Servant leaders strategically think, aligning their actions with a compelling vision and purpose. By fostering a sense of purpose and direction, servant leaders encourage their followers to work towards impactful goals. Moreover, stewardship is a fundamental Servant Leadership concept, focusing the leader's responsibility as w steward for the organizational resources. Servant leaders’ emphasis long-term sustainability and endeavour towards the common good instead of short-term personal gain (Abbas et al., 2020). They highlight needs of the organization, work force, and stockholders compared to individual ambitions. They also invest in the developing of their followers, recognizing that their success is tangled with the growth of team members. Servant leaders are mentors, coaches, and providers of prospects for learning and skill enhancement, making their followers to extent their full potential. Building community is a central aspect of servant leadership. Servant leaders generate a feeling of fit in among the teams, promoting a culture of inclusion over teamwork, open communication, and strong relationship growth in an organization. By creating communities, servant leaders uphold employee satisfaction, engagement, and loyalty.

18 Reflecting on my work experience, I have functioned under a leader that exemplified Servant Leadership abilities. The manager was always compassionate by actively listening to his followers' concerns, providing guidance, as well as supporting their personal and professional growth. This created a positive and credulous work environment where team members felt valued and treasured. The manager's commitment to therapeutic was evident in their approach to conflict resolution. Instead of disregarding or suppressing conflicts, they expedited open and honest discussions to address concerns and find mutually beneficial solutions. This approach fostered a sense of psychosomatic safety and encouraged team members to express their attitudes and underwrite the resolution process. The leader's awareness was replicated in their ability to understand the exceptional strengths and developmental areas of each team member. They provided personalised support and opportunities for growth, tailoring assignments and feedback to help us maximize our potential. This personalised methodology significantly guaranteed our professional development and overall job satisfaction. Persuasion was a key characteristic of the manager's leadership style (Pawar et al., 2020). They effectively conversed the team's mission and goals, inspiring us to align our efforts towards a shared vision. By emphasising the significance of our work and its impact on the organization, they enthused us to go above and beyond in our responsibilities. One power of Servant Leadership observed through this involvement was the emphasis on personal and professional growth. The manager's obligation to our development enabled us to acquire new skills, augment our competencies, and magnify our responsibilities. This investment in our growth not only profited us individually but also contributed to the team's overall helpfulness and success. However, one potential fault of Servant Leadership can be the time and effort required to implement it effectively. The leader's attention on supporting individual needs

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19 and fostering a collaborative environment demands significant investment in building relationships, providing regulation, and addressing conflicts. In certain fast-paced and high- pressure environments, dedicating extensive time to servant leadership practices possibly will present challenges in meeting urgent organizational demands. ` Servant Leadership is a prevailing leadership concept that prioritizes the needs of others and promotes their growth and well-being. By personifying the principles of empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, obligation to the growth of others, and building community, servant leaders fashion supportive, collaborative, and high- performing teams. Through my work experience, I have perceived the positive impact of servant leadership on individual and team efficacy, personal development, and organizational success. In conclusion, this essay has examined the notion of leadership in addition to its importance in the context of the module. The essay explored connotations of leadership, its importance, and its purpose. Throughout the debate, two leadership concepts were explored: Transformational Leadership and Servant Leadership. Transformational Leadership was illustrated as a leadership approach that inspires and encourages followers to achieve exceptional performance. This concept encompasses leaders who exhibit charisma, vision, intellectual stimulation, and customised consideration. On the other hand, Servant Leadership was discussed as a leadership philosophy that prioritizes serving others and promoting their well-being. Servant leaders empathize with others, foster healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of others, as well as building community. Throughout this reflection, examples from personal work experience were used to illustrate practical application of these leadership concepts. These examples epitomized how the concepts of transformational and servant leadership manifest in real-life situations as well as their impact

20 on team dynamics, employee motivation, and organizational success. By understanding and implementing these concepts, leaders can create positive work environments, foster personal and professional development, and drive organizational success.

21 References Abbas, A., Saud, M., Usman, I., & Ekowati, D. (2020). Servant leadership and religiosity: An indicator of employee performance in the education sector. International Journal of Innovation Creativity and Change , 13 (4), 391-409. Greenleaf, R. K. (2002). Servant leadership: A journey into the nature of legitimate power and greatness . Paulist Press. Jambawo, S. (2018). Transformational leadership and ethical leadership: their significance in the mental healthcare system. British Journal of Nursing , 27 (17), 998-1001. Khan, I. U., Amin, R. U., & Saif, N. (2022). Individualized consideration and idealized influence of transformational leadership: Mediating role of inspirational motivation and intellectual stimulation. International Journal of Leadership in Education , 1-11. Pawar, A., Sudan, K., Satini, S., & Sunarsi, D. (2020). Organizational servant leadership. International Journal of Educational Administration, Management, and Leadership , 63-76. Rachman, T., Mujanah, S., & Susanti, N. (2021). Servant leadership, self-awareness dan kompensasi pengaruhnya terhadap employee engagement dan kinerja karyawan pada puskesmas tanjungbumi madura. Media Mahardhika , 19 (2), 361-371. Top, C., Abdullah, B. M. S., & Faraj, A. H. M. (2020). Transformational leadership impact on employee’s performance. Eurasian Journal of Management & Social Sciences , 1 (1), 49- 59.

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