studying hotel employees in relation to servant behavior highlights many of the other benefits of servanthood discussed above. However, the study finds that the implementation of servant leadership and its results are not automatically effective. (Wu et al., 2013) This is especially true for the hospitality and customer service industries. To alleviate this potential barrier the authors suggest combining servant leadership with other tactics such as reward systems and setting fixed expectations. In Savage-Austin and Honeycutt's 2011 article they directly investigate barriers to servant leadership. They conclude that the main obstacle is when the organization as a whole does not adopt servant leadership since it is much more difficult to introduce it into pockets. (Savage-Austin & Honeycutt, 2011) Second, servant leadership requires both the leader and followers to be engaged in this leadership style. (Savage-Austin & Honeycutt, 2011) The study also focused on for-profit organizations as potential barriers tend to be more prevalent. It is further stated that the implementation of servant leadership typically leads to change for an organization and change brings with it a series of changes