Sample Solution

The three main leadership styles – transformational, authentic and servant – have different strengths and weaknesses which should be considered when deciding which approach is most suitable for a particular organization. By examining the pros and cons of these models in the context of children’s protective services agencies we can better assess how each style may influence social work values and ethics related to practice.

Transformational Leadership: Transformational leaders strive to inspire others by setting grand goals while motivating their team towards achieving them (Bass & Riggio, 2006). This type of leadership is beneficial as it encourages creativity, innovation and collaboration amongst followers. However this style may prove too demanding if employees are expected to constantly meet high standards as they could eventually become overwhelmed or unmotivated due to excessive pressure (Faisal et al., 2017). In terms of social work values and ethics it would be important for leaders using this approach to keep track of individual progress so that staff well being remains a priority.

Authentic Leadership: Authentic leaders focus on developing trust with their followers through honest communication coupled with strong ethical principles (Avolio & Gardner, 2005). This style enables increased job satisfaction among employees while simultaneously promoting responsible decision making since clear expectations will already have been established from the start. On the other hand this model requires significant effort from both parties in order for results to be achieved so any disagreements should be addressed quickly otherwise conflicts could arise within the team (Hanif et al., 2019). It is also worth noting that authenticity does not necessarily equate goodness therefore caution must still be exercised regarding issues such as power dynamics between superiors and subordinates.

Servant Leadership: Servant leadership focuses on building relationships between those in charge and their followers by emphasizing empathy rather than authority (Greenleaf, 1977). Such an approach provides employees with greater autonomy which can result in higher levels of productivity as well as more opportunities for growth through meaningful mentorship programs. However this method might not always produce desirable outcomes due its reliance on moral judgment thus leaving room for potential abuse if used improperly (Waters et al., 2019). For social workers engaging in children’s protective services however employing compassionate yet authoritative approaches should help ensure that clients’ needs remain prioritized over all else.

In conclusion then we can see how each leadership style has its own unique set of advantages and drawbacks depending upon the specific circumstances involved. By carefully assessing these various models administrators working in children’s protection services organizations can determine which one best fits their organizational culture thereby allowing everyone involved to do what is necessary for providing quality care towards vulnerable clients.