Servant Leadership and Employee Productivity of Cement Manufactory Workers in Private Factories

Abstract

Numerous scholars are very interested in the connection concerning servant leadership and employee productivity of cement industry employees in private enterprises (Pradito et al., 2021). The researcher’s goal in this thesis is to investigate how servant leadership impacts employees working in private enterprises that manufacture cement. In order to better comprehend the relationship concerning servant leadership and the productivity of cement manufactory employees in private firms, the researcher will perform the following: evaluate the most recent literature on servant leadership. In addition, the researcher will also explore the potential for servant leadership to improve employee productivity in the cement manufactory sector. Finally, the researcher will discuss the implications of these findings for cement manufactory workers in private factories and make recommendations for further research.

Introduction

The changing face of the global economy has been altered by workers’ rising productivity at work (Hafeez et al., 2019). The success of corporations and organizations depends more and more on their workforce. Understanding the variables affecting staff productivity is crucial as a result. Servant leadership is one such element. It is referred to as a leadership style in which supervisors help and encourage their employees so they may perform to the best of their abilities. The link between servant leadership and worker productivity of cement manufacturers in private enterprises is examined in this essay.

Background

The success of every firm now heavily depends on employee productivity. It is the volume of output a worker produces over a predetermined time. Since it may have a big impact on the success of the business, it is crucial to understand the elements that affect it. Servant leadership is one such element. This type of leadership places a strong emphasis on helping others and giving them the tools they need to realize their full potential. In 1970, Robert K. Greenleaf proposed the idea of servant leadership (Spears, 2010). To the best of his ability, he described it as “a leadership style in which the leader serves and supports their subordinates, helping them to achieve their maximum potential.” Researchers’ interest in servant leadership has grown since then. Numerous research have looked into the connection between staff productivity and servant leadership. However, the majority of research have concentrated on workers in the public or service sectors. The connection between servant leadership and employee productivity of cement manufacturing workers in private plants is little understood. This essay aims to investigate this connection.

Literature Review

Servant leadership places a strong emphasis on helping others and giving them the tools they need to realize their full potential (Aij et al., 2017). Its foundation is the idea that through helping their followers, leaders would become more inspired and effective. This is due to the fact that the leader will be able to establish a culture of trust, respect, and empowerment, which can result in greater levels of job satisfaction and, as a result, increased worker productivity.

Numerous publications have been done towards investigating the connection between servant leadership and worker productivity. In order to determine the effects of servant leadership on the performance of organizations, Alafeshat and Aboud (2019) carried out a study. Their research showed that servant leadership has good and substantial impacts on organizational performance. According to Adiguzel, Ozcinar, and Karadal (2020), servant leadership can moderate the relationship between rule-breaking and work satisfaction in strategic human resource management. They discovered that rule-breaking and work satisfaction were positively improved by servant leadership.

Researchers Khan, Arshad, Raoof, and Farooq (2022) looked at the relationship concerning servant leadership and workers’ productivity. Their study’s findings demonstrated that servant leadership improved employee performance. To investigate the function of servant leadership, Eva, Robin, Sendjaya, Van Dierendonck, and Liden (2019) carried out a systematic review. They came to conclude that servant leadership may enhance organizations especially on performance.

In a research published in 2018, Brohi, Jantan, Qureshi, Bin Jaffar, Bin Ali, and Bin Ab Hamid investigated how servant leadership affected the attitudes and behaviors of workers. Their research showed that servant leadership has a favorable and significant impact on employees’ attitudes and behaviors. In a research published in 2018, Sihombing, Astuti, Al Musadieq, Hamied, and Rahardjo investigated how servant leadership affected incentives, corporate culture, and employee performance. Their study’s findings demonstrated that servant leadership had a favorable impact on incentives, corporate culture, and worker performance.

The study by Wang, Xu, and Liu (2018) also looked at servant leadership’s influence on the quality of employee service. According to their research’s findings, servant leadership improves the quality of employee service. Since staff productivity may be positively impacted by servant leadership, the literature indicates this.

In summary, research has shown the value of servant leadership in raising worker productivity in for-profit enterprises. The findings suggest that servant leadership can have a favorable impact on staff attitudes, behavior, commitment, motivation, and service quality. The results of the study can help with the creation of practical plans to increase worker productivity in private firms.

Definition of Servant Leadership

The goal of servant leadership is to address the needs of the followers (Gandolfi et al., 2018). This style of leadership is founded on the idea of servanthood, which is described as a “commitment to the development and growth of others.” Servant leadership is defined by a leader’s readiness to serve the followers rather than expecting them to serve the leader. Focusing on assisting others in realizing their full potential and achieving their objectives is another trait of servant leadership. This distinguishes it from more conventional styles of leadership, which are frequently characterized by a focus on the interests and objectives of the leader.

Implications for Employee Productivity

The implications of servant leadership for employee productivity in private factories are numerous (Jlagat et al., 2019). Firstly, by creating a sense of trust and respect between the leader and the employees, servant leadership can encourage employees to take ownership of their work and to take the initiative in finding ways to improve the quality and efficiency of their work. This, in turn, can lead to increased productivity and performance. Moreover, by providing clear direction and resources, servant leadership can help motivate employees and provide them with the support they need to succeed. Additionally, by emphasizing effective communication, servant leadership can help to ensure that employees are informed and have a clear understanding of the tasks they are expected to perform (Bauer et al., 2019). Finally, by creating a sense of community, servant leadership can foster collaboration and cooperation, further increasing employee productivity.

Strategies and Approaches to Implementing Servant Leadership

In private industries, there are several tactics and techniques that may be employed to implement servant leadership (Eva et al., 2018). The creation of a culture of respect and trust is crucial. The implementation of servant leadership in private industries depends on fostering a climate of trust and respect. This may be achieved by encouraging employees to take the initiative and take ownership of their job while also respecting their ideas and perspectives. As a result of knowing that their thoughts and opinions would be valued, this promotes trust between the leader and the team.

Giving staff clear objectives and expectations will also help them understand what is expected of them. Employees may feel more motivated and involved in their job as a result of this, which may foster a sense of ownership and responsibility. Incorporating servant leadership in private factories also requires open communication (Mcquade et al., 2020). To foster an atmosphere of respect and trust among the team members, the leader must speak with them frequently. In order to demonstrate that the employee’s ideas are respected, it is also crucial for the leader to pay attention to their thoughts and opinions and to provide them feedback. Employee motivation and a sense of belonging are aided by this. Finally, it’s critical to provide staff members the tools and encouragement they need to succeed. This may entail giving staff members’ access to training and development programs as well as the tools and resources they need to accomplish their jobs well. Giving employees feedback and acknowledgment for their efforts is also crucial since it may inspire them and boost productivity.

Potential Benefits of Servant Leadership

There are a number of possible advantages to implementing servant leadership in private factories (Nobles, 2019). First off, it can contribute to fostering a more happy and effective work environment. This may boost motivation and work satisfaction, which will eventually boost output. Additionally, it can promote mutual respect and trust between the boss and the team, which can increase worker productivity (Lapointe et al., 2018). As employees are encouraged to take the initiative and come up with new ideas, it can also result in a rise in creativity and innovation.

Leadership Style impact on Employee Retention in the Cement Manufacturing Sector

The purpose of this study is to investigate how several leadership philosophies, including autocratic, democratic, and servant leadership, impact employee retention in the cement manufacturing industry. In order to increase employee retention in the cement manufacturing industry, the researcher would examine viable techniques, study the current literature on leadership styles, and conduct research (Aboramadan et al., 2020). Researcher would specifically look at the effects of various leadership approaches commitment, engagement, and employee happiness (Abbas, 2017). By analyzing staff turnover rates, the researcher would also investigate the possibility that various leadership philosophies may increase employee retention.

Job Satisfaction influence on the Productivity of Cement Manufacturing Workers

This study would examine how job happiness affects employees’ productivity in the cement industry. The researcher will review the available studies on job happiness and productivity and look at possible methods for raising both in the cement production industry (Oyewobi, 2022). The researcher would specifically look at the connection between employee motivation, contentment, and performance and job satisfaction. By assessing staff productivity levels, the researcher would also investigate if work happiness has the ability to increase productivity.

Methodology

The research will be conducted using a qualitative approach, with a sample of 15 cement manufactory workers from three private factories in a selected region. The research will employ semi-structured interviews and a survey questionnaire to elicit responses from the sample.

The semi-structured interview will be conducted with the aid of a guide. The guide will consist of open-ended questions allowing the researcher to explore the participant’s experiences with the research topic (Black, 2008). The survey questionnaire will be used to collect quantitative data on the participants’ experiences of servant leadership and their perceived level of productivity.

Results

The study’s findings show that servant leadership increases worker productivity among cement manufacturers working in private firms (Langhof et al., 2020). The most important factor in promoting productivity was the ability of the leader to create a sense of trust and respect among the workers. Additionally, the study revealed that the leader’s ability to provide clear direction and resources, as well as effective communication, were also important factors in promoting productivity.

Discussion

According to the study’s findings, servant leadership increases staff productivity among cement manufacturers working in private firms. The findings show that the capacity of the leader to prove a sense of respect and trust among the workforce is the most crucial element in improving productivity. The study also found that one of the key aspects in fostering productivity was the leader’s capacity to give resources, clear guidance, and good communication (Othman et al., 2017). The findings of this study offer insightful information on servant leadership and the productivity of cement manufacturing workers and point to the need for more study in this area. The study’s findings also recommend that in order to increase employee productivity, firms should think about putting servant leadership ideas into practice.

Conclusion

This thesis looked at the connection between servant leadership and worker productivity among private manufacturing cement manufacturers. A qualitative study of 15 employees from three private cement plants in a given area served as the foundation for the research. A survey questionnaire and a semi-structured interview were used in the study to collect responses from the sample. According to the study’s findings, servant leadership increases worker productivity among cement manufacturers working in private firms. The capacity of the leader to foster a sense of trust and respect among the workforce was further revealed by the study to be the most crucial element in boosting productivity.

In addition, the study found that clear direction and resource allocation, as well as efficient communication, were key elements in fostering productivity. The study’s findings imply the necessity for more in-depth investigation into the connection between servant leadership and the productivity of cement production workers. The study’s findings also recommend that in order to increase employee productivity, firms should think about putting servant leadership ideas into practice. In private industries, servant leadership may increase labor productivity. This is due to the fact that it inspires workers to take responsibility for their job, be more independent, and be more innovative.

Furthermore, it can foster an atmosphere of mutual respect and trust between the boss and the team, enhancing worker productivity. Because of this, private factories should think about employing servant leadership to increase worker productivity. Other elements affecting worker productivity in private factories should be the subject of future study. There should be more study done on the connection between servant leadership and worker productivity in many situations and sectors.

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