solved Response to ONE group member’s post of your choice). Each

Response to ONE group member’s post of your choice). Each of your posts (a response to my post and a response to another student’s post) should be 300-400 words (excluding references), should contain 1 internal reference (a reference to a textbook page) and 1 external reference (a reference to a business journal/magazine articleInternal reference is: Northouse, P. G. (2019). Chapter 5: Situational Approach. In Leadership: theory and practice (p. 95). SAGE PublicationsDBA 2 Questions:1) In your opinion, are there any risks associated with servant leadership? List and briefly explain two risks.2) Is it possible to practice servant leadership in a computer-mediated environment (e.g., in a virtual team)? Why or why not? Please explain.There are risks with all leadership styles and servant leadership style is no different. The risks are different with each leadership style though, so I will point out a couple of risk with servant leadership. Then I will move to discussing servant leadership style in the computer-mediated environment. With servant leadership, one where the leader’s priority is to serve others, particularly those they lead, there is a potential for the leader to stray from 100% ethical behavior and pure intention and end up in being manipulative or seem to treat someone unequally. There is a power differential between a supervisor/manager and a subordinate. Even if this is minimized as much as possible, the person who gives a job evaluation or pay raise has some power over the ones they supervise. For this reason, building trust is difficult, and if not done ethically, a leader may end up doing inappropriate things to try and build that trust or just to “help”. For example, a supervisor, acting in good conscious and knowing his employee is a single parent, could allow that employee flexibility with work hours. As long as other people have similar flexibility based on their lives, that may be appropriate given the work environment. However, if the supervisor paid the employees utility bill by rationalizing that they would otherwise give that money to charity and would rather give it to someone they know, this could be a boundary line that was crossed, and the employee could quickly feel obligated to do more work or do other things the supervisor asked (Stone, Russell, and Patterson, 2004, pg 357). It would also be a situation where the supervisor appeared to be choosing favorites, even with good intentions. There are many examples along these lines that could appear manipulative, playing favorites, or crossing boundaries in a work relationship, even with good intentions. Regarding the leader using this style in a computer-mediated work environment, I see the same cost benefit ratio as I see for an in-person work environment. The same central focus of emotional healing, putting others first, helping followers grow and succeed (Northouse, 2019, p 238) can be accomplished with interaction over a virtual media. On the positive side as well, when a subordinate is not seeing their boss regularly, the employees would feel less obligated to do small favors for the supervisor and there is less chance of small manipulations. The reason I feel this is doable is that I have a trustworthy relationship with a supervisor I have never seen in person. My needs have always been met, and I have been challenged and offered opportunity to grow, which is enough to keep me working diligently.