Two Responses

Is there a counter argument to the article below?

Although servant leadership is shown to support interpersonal relationship development as well as workplace spirituality (Houghton et al., 2016; Reddy, 2019), servant leadership is limited, too, in terms of its impact on the bottom line and a companys ability to measure or even define in it (Eva et al., 2021). Moreover, servant leadership style requires a certain set of traits and characteristics from leaders, and an organization may find it difficult to obtain a leader with such a set. However, as Eva et al. (2021) point out, structural configurations and formalization within the organization can potentially replace the need for leadership, period.

Thus, the counter-argument to the notion that servant leadership can promote and support workplace spirituality and interpersonal relationships is that leadership may not even be necessary at all if the organization can simply configure itself appropriately with formal processes and structures in place that support the aims and objectives of the organization and allow it to meet its bottom line. This, of course, supposes that a scientific management approach ala Frederick Taylor can be implemented in place of a

In the end, there is no satisfactory...

…After all, it is this system that enables one to formulate a consistent and coherent ethical system of values and virtues that can be used to facilitate the development of the individual character and/or the workplace community.

Likewise, as Walumbwa et al. (2008) note, authentic leadership is about self-awareness, so it is important to have a philosophical framework that supports the cultivation of self-awareness, with a set of traditional transcendental values that everyone can objectively agree upon as good in and of themselves. The virtue ethics system provides just that, and it can be recommended for any workplace. This information would help to improve the article by giving it an additional objective sense and character for greater insight onto the matter of how to formulate values.

References

Komives, S. R.,…