Summary: Review the models of stewardship presented by Wilson (2016) and Block (1993). Choose either the Wilson or Block model and in narrative form, explain the selected model and critique it to justify your choice. Then analyse the potential benefits and challenges that might occur upon employing either the Wilson or Block model (your choice) to your organizational setting. Your paper should include a discussion of key elements of the model of stewardship chosen in addition to analyzing the potential benefits and challenges posed by employing the model in your organizational setting. If you do not currently work in an organizational setting, choose an organizational setting with which you are familiar for your analysis. Your paper should include scholarly support from the literature (minimum of 8 scholarly references) and be written in the correct APA 6 format. The paper should be 1500 words exclusive of the title and references page(s).
Stewardship Model Analysis
The concept of stewardship has been invariably defined as self-governing principles for managing an organisation. In other words, the stewardship model indicates that developing oneself with the power and responsibility of leading an organisation effectively would be self-reliant initiative taken by an individual. The current assignment will review about a different perspective of the stewardship model by Block in the year 1993 and by Wilson in the year 2016. Further, it will emphasize specifically on the appropriate utilisation of Stewardship model by Wilson and the probable benefits and challenges while consuming it into an Australian Non-profit organisation named Australian Red-Cross.
The models of stewardship focus mainly with the basic concept of taking an effective responsibility of an organisation in all aspects. Block, (1993, p. 41) defines stewardship as the reintegration of various parts within individuals for the purpose of establishing a unified system of organization. In other words, Block tries to delineate the fact that stewardship is a process that willingly makes an individual accountable in service for any type of organizations and its benefits. Apart from this, it tries to indicate that the eagerness to be responsible increases the self-governing ability in an organization rather than being controlled by the people in the workplace environment. For instance, the self-interest of a manager of an organization draws out an automatic governing power towards the subordinates and staffs that would replace patriarchy or leadership style and accomplish stewardship.
On the other hand, Wilson, (2016) further opined that stewardship is a leadership capacity that can be incorporated in the workplace environment for driving out excellent service for the well-being of society. From this context, Wilson tries to demonstrate the fact that people of an organization need to perform with their own zeal and leadership sense and approach that can competently manage organizational operations with effectiveness. In other words, Wilson has tried to focus on the necessity of steward leadership ability for non-profit organizations, as per the classical concept of stewardship in a prime position and better than servant stewardship approach. For instance, if stewards working at non-profit organizations are usually non-profit leaders, as they are accustomed to listening to a higher authority for executing actions under the directions and guidelines of leaders. Hence, it can be understood that the concept of stewardship, as defined by Block has emphasized on servanthood giving prime value to the service than being an efficient leader. Further, the stewardship model, as defined by Wilson is more accentuating the necessity of building oneself with the quality of steward leader rather than a servant leader. Therefore, based on the conceptual framework of both the models, Wilson’s concept has been chosen for employing in an organizational setting.
The key elements of the stewardship model, as chosen by Wilson are expected to focus on the skill development capability. In other words, the active component of a particular model helps in strengthening the power of managing the operations of an organisation proficiently (Dumay, Torre & Farneti, 2019). It tries to depict that the key factors associated with a leadership approach can enhance the workplace environment. Stewardship model by Wilson has stressed on some of the key elements below:-
Enhancing personal characteristics through self-examination:
The personal characteristics of stewards are most likely to be inspiring and engaging with other colleagues. In fact, enhancement of personal characteristics through self-examination facilitates an organisation with financial benefits (Cai et al., 2015). It reiterates the concept of steward leadership, as per Wilson that if an individual working for a non-profit organisation would need to develop their own skills and self-assessment capacity as well. This is only applicable for non-profit leaders in non-profit organisations, as they are more likely to work for the purpose of the organisation well-being.
Maintaining relationship with the stakeholders and Owner of an organisation:
The relationship with the masters or owners of an organisation means taking the overall responsibility of the owner of an organisation (Rozman, 2017). In other words, it refers to the capacity to protect the owner's resources effectively. In the steward leadership approach, it is a crucial element of a steward to respect the owners, secure the useful resources effectively and sustain a positive relationship with stakeholders as well.
Developing organisation mission and motivation:
An organisational mission is an important element and motivating others. In other words, Wilson’s model of stewardship emphasizes the mission of the organisation, as it fulfils the goals and objectives depending on the approach of a steward leader (Wilson, 2016). In relevance to this element, it can be understood that the stewards are saver and achiever of goals and objectives of an organisation efficiently.
According to the model of stewardship by Wilson, it can be assumed that organisations would be benefitted well through the active approach of steward leadership. In fact, strategic leadership is an effectual direction that makes an organisation work in compliance with the legal norms and regulations (Narikae, Namada & Katuse, 2017). It means that the potential benefits of a steward leadership model can be beneficial in attaining the target of the non-profit organisation successfully. Based on this concept, the Australian Red Cross is a voluntary firm that can achieve suitable benefits in employing this model into the management (Australian Red Cross, 2019). The benefits such as:-
Healthy Stakeholder Relationship:
Stakeholders of an organisation are significant members involved with a specific interest in a business (Kujala, Lehtimäki & Freeman, 2019). In a non-profit organisation like the Australian Red Cross, there are approximately two hundred and fifty members involved with charitable activity for the social well-being of the community. These members include the Board members, Committees, Divisional advisory boards, Executive team and Councils participating all together in a social cause (Australian Red Cross, 2019). Implementing the steward leadership approach, as per Wilson’s concept can provide ARC gaining healthy stakeholder bond, as all are involved with a common goal and purpose and sharing thoughts and ideas with the other.
Raise Funds: Fundraising activity organised by the Australian Red Cross gives facility to grow and develop the financial condition of the organisation. In other words, an activity involving raising funds for a social cause brings social development and integrity (Van Puyvelde et al., 2017). In addition, helping people in problems with financial aid increases value to the people and brings prosperity to an organisation as well. Further, it would be advantageous for the managerial aspects leading the executive team in the organisation in terms of the effective skill of governance.
Healthy Employee Relationship: The employee relationship is another prospective benefit that ensures organisational performance as a whole. In fact, the relationship between the staff of an organisation helps in attaining organisational mission and objectives (Dumay, La Torre & Farneti, 2019). For the Australian Red Cross, it can be helpful for maintaining a healthy relationship among the members and volunteers associated with social work. Apart from this, ARC would also gain benefit from interested partners ready to join with self-interest and strengthen the organisation’s resource as well.
Improve Leadership Style:
The leadership style can be improved by adapting knowledge and evidence-based study and research-based intervention of problems of others (Rathi, Given & Forcier, 2016). In other words, the leadership style of individuals can be enhanced by following theories and concepts through practical implications and strategic directions. The leadership team of Australian Red Cross would benefit in reintegrating themselves by their effort to re-establish the confidence of people belonging from the poor section of the society such as the Aboriginal and Torres Strait Islander peoples. As a result, strengthening the leadership style of existing stewards would also identify the risks associated with the stakeholders and find solutions in advance.
Challenges are widely present in any form of organisations in the path of growth and development. In other words, challenges of adopting a different approach of leadership model can bring a variety of contradiction and conflicts (Bernstein-Sierra & Kezar, 2017). It tries to demonstrate the fact that in most of the organisations, the employees are involved in different types of issues and barriers in carrying out proper execution at work. Such a barrier usually initiated by a change in the decision-making process relevant to policy or ethical norms and practices and profitability and productivity of an organisation. For a non-profit organisation like the Australian Red Cross in Australia, it might be facing challenges in terms of accepting different cultural aspects and policies related to the workplace environment. According to Wilson’s Stewardship model, there can be uneasy and reluctance from different members associated with the Australian Red Cross. For example, it can be multiple stakeholder conflicts due to differences in culture, as it would give importance to their own region and religion. In addition, there can be another challenge of disciplinary issues with the Executive team in the Organisation in terms of following a different strategic approach. Moreover, there can be a great challenge in maintaining the resources of the Organisation effectively secured and conflicts due to share of interests.
Based on the overall analysis of the Stewardship Model above by different authors, it can be understood that the model, as defined by Block has some limitations in terms of the distribution of power and service at the prime concern. On the other hand, the model, as per Wilson's perception, is more ethical and logical that can be employed effectively in a non-profit organisation like the Australian Red Cross. Therefore, it can be monitored with the right implementation and strategic guideline of an organisation owner itself.