Wegman’s Food Market
[Name of the Writer]
[Name of the Institution]
Wegman’s Food Market
Servant Leadership is defined as a practice of leadership in which something designated as good or appropriate is more emphasized over the self-interest of the leader. It highlights the value and development of the people within the organization. It is a shared power approach that is led through practicing authenticity and building a community. As for this particular organization named Wegman’s Food Market, it is a privately held American supermarket which has several headquarters and was found in 1916. This organization implements the principles of servant leadership by providing adequate and reasonable services to its customers (Hoch et al. 2018). It manages its models of operations and policies very carefully so that no mistake is intended from the business end which can leave the consumer unsatisfied. It also structures the employee management process through carefully following these four crucial steps, which are displaying authenticity, valuing people, developing them, building a community, providing and sharing leadership.
Stakeholder commitment is an essential factor to retain to increase sales for both the short and long term for the business. Using the servant leadership, the company has become widely known for carefully considering customers values over their own. These certain qualities of the business are what makes them unique amongst other competitive or similar organizations serving the same items. These specific commitments can be identified as providing the most quality products to its consumers, providing those products right on time without any delay or errors, helping customers determine the right product to select reflecting on their needs, and making sure the customer always comes back through providing them with value-added services. Most organizations that are similar to this one may not function in the same way through providing services that are uniquely suitable for customers preferences, which is why most organizations choose to not operate within the servant leadership.
The reason why these organizations do not function within the principles of servant leadership can be because of the conflict it may create along with the operational challenges (Sánchez, & de la Mota, 2016). The problems which are associated with this model can be identified as working against the traditional authority, making employees less motivated, not fitting the business, and decreasing managerial authority. Organization's leaders can address these challenges by developing the strengths of his team and keep them motivated. It would require the leader to emphasize self-belief, tenacity, and self-direction amongst employees. It requires the leader to be extremely firm with employees so that they can arrive at the same level of understanding. Organizations who often go for adopting this approach end up with having diversity amongst their workplace. It helps manage and retain loyal employees who are always involved in the collective decision-making process. Lastly, productivity is at its extreme when leaders respect and trust their employees.
The aforementioned research based on servant leadership organizational model helps to understand the principles that are required to achieve global yet diversified excellence. This approach helps the organization develop a particular relationship with its employees, one that would help the organization grow, increase profits, and attract more customers with a higher spending power than usual. The most significant benefits of adopting these principles of servant leadership, the ones that are listed in the discussion above can help create policies that may not create a conflict with employees in any way. This organizational model is successful for most companies and is what makes them the best or fit company to work for in the long run (Shek, Chung, & Leung, 2015). As for Wangamese itself, the company has been chosen as one of the best companies to work for due to its operational model and diversifying methods.
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership? A meta-analysis. Journal of Management, 44(2), 501-529.
Sánchez, O. S., & de la Mota, I. F. (2016). Risks and Operational Research. The new challenges based on the approaches used. International Journal of Combinatorial Optimization Problems and Informatics, 7(3), 54-61.
Shek, D. T., Chung, P. P., & Leung, H. (2015). How unique is the service leadership model? A comparison with contemporary leadership approaches. International Journal on Disability and Human Development, 14(3), 217-231.
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