وہ غیر سمجھے مجھے غیر ہی شمار کرے
میں اس کو چاہوں وہ میرا نہ اعتبار کرے
اگر یہ طے ہے اسے لوٹ کر نہیں آنا
تو اُس کی یاد بھی مجھ کو نہ بے قرار کرے
تباہ کر دیا چاہت کو رازداروں نے
تو کیا کسی کو یہاں کوئی رازدار کرے
اگر وہ کہتا ہے مجھ سے کہ لاتعلق ہے
تو پھر وہ ذکر بھی میرا نہ بار بار کرے
کوئی تو ہو جو یہ تائبؔ کو بات سمجھا دے
ہمیں بھلا دے ہمارا نہ انتظار کرے
Mankind is scattered across the surface of the earth in the forms of different religious creeds, tribal affiliations, race, colour and nationalities. Yet they share some traits that are similar and universal to all human societies. These traits include love for children and respect for the elders. However, changing times have eroded some of these positive traits. The condition of senior citizens is not enviable in the West and those following in their footsteps. Children are not fulfilling their natural duty to their old parents, and quite often the elderly are forcefully kicked out of their own houses and accommodated in designated places for the old, run by the state welfare organizations.
Two Health Care Organisations (HCOs) were assessed in this research; HCO 1 for Afghan refugees and HCO 2 for Pakistani citizens, residing in Khyber Pakhtunkhwa province, Pakistan. The level of Servant Leadership (SL) being practiced in these organisations was assessed. The two organisations were analysed separately, followed by their comparative analysis. The study explored the organisational strength and weakness, association of seven demographic factors with SL, the gap in perception between the leadership (top leadership and management) and workforce, and association of job satisfaction with SL. Finally, the level of ease-to-reform these organisations was analysed. Methods It was a quantitative research, which used a pre-designed, self-administered instrument – Organisational Leadership assessment (OLA) – to record the perception of the employees about the practice of servant leadership in their respective organisations. 574 employees (HCO 1: 200; HCO 2: 374) were selected through a stratified random sampling technique. Results It was found that the HCO for Afghan refugees had better status having Moderate Health and positive paternalistic culture. HCO 2 had Limited Health and was negative paternalistic. Builds Community was the strength and Develops People was the weakness of both the organisations. Almost all the selected demographic factors had no association with SL. 35 out of 40 correlations were not statistically significant (p > 0.05). Statistical analysis showed that the gap in perception between leaders/managers and workforce about the practice of SL was not significant (p > 0.05) in both the organisations. The level of job satisfaction was satisfied and average for HCO 1 and 2, respectively. Association of job satisfaction to SL was strong (r = 0.5 – 1), positive and highly significant (p < 0.01). Ease-to-reform was high for both the organisations. Conclusions All the sections of employees perceived that both the organisations fell short of the servant-organisation level and the very satisfied degree of job satisfaction. Since the potential for reform was high, a reform program is required to be initiated to make these organisations servant-oriented. It has to focus on all the segments of the employees because the demographic factors do not affect perception about SL. An additional conclusion was drawn during literature review; it was observed that either we are unable to define leadership properly or classify it according to the spirit of that definition.