PO1003_

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Walden University *

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PO1003

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Management

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Jan 9, 2024

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PO1003 Assessment Template Prepared by: Date: Walden University, CBE Personal and Organizational Leadership, Ethical Leadership, Social Responsibility, and Positive Social Change, Apply ethical and socially responsible leadership practices to promote positive social change

Part 1: Laying the Framework for Change Ethical Practices and Effective Leadership Ethics, as defined in the BBC's "Ethics: A General Introduction," refers to a framework of moral principles that guide making decisions and taking actions. Ethics, or moral philosophy, focuses on determining what is beneficial for both individuals and society. It encompasses a series of ethical quandaries, such as determining how to lead a virtuous life, comprehending obligations and entitlements, and analyzing the concepts of morality and immorality. Ethics plays a crucial role in discussions surrounding subjects such as human rights, professional behavior, and moral principles in different spheres of life. Integrating ethical principles into leadership is essential as it provides leaders with a framework for making decisions that are both beneficial to the organization and aligned with moral and social obligations. Ethical leadership entails making decisions that align with moral principles, thereby fostering a favorable organizational culture, enhancing reputation, and cultivating trust among stakeholders. Leaders who uphold ethical standards serve as positive role models for their team, cultivating an atmosphere characterized by integrity, trust, and respect. Consequently, this can result in enhanced employee morale, heightened loyalty, and improved decision-making processes within the organization. Leaders can enhance their effectiveness and credibility by prioritizing ethical practices, which means aligning their actions with both organizational goals and broader social and moral values. Socially Responsibility and Leadership As defined by Hyacinth (2015), social responsibility pertains to the moral framework in which individuals or organizations are obligated to take action to improve society. This concept highlights the significance of positively contributing to society beyond solely seeking profits or fulfilling legal obligations. Being a socially responsible leader entails incorporating this sense of responsibility into all facets of leadership. It entails making choices that not only promote the organization's interests but also have a positive impact on society and future generations. These leaders are distinguished by their dedication to ethical conduct, environmental preservation, and philanthropy, guaranteeing that their actions and the actions of their organizations positively affect the broader community (Hyacinth, 2015). Potential Benefits of Focusing on Social Responsibility Emphasizing social responsibility provides substantial advantages for businesses and organizations. Highlighting social responsibility aids in distinguishing a brand, thereby distinguishing a company from its rivals (Hyacinth, 2015). This approach also improves employee retention, as staff members are more dedicated in organizations that exhibit social responsibility. Furthermore, customer loyalty is enhanced, as consumers have a preference for supporting businesses that have a positive influence on the community (Hyacinth, 2015). Moreover, these initiatives can potentially decrease business expenses by enhancing internal productivity, specifically in environmental practices, including recycling and waste management. In addition, they facilitate employees' personal and professional development, augmenting their leadership and management abilities (Hyacinth, 2015). Corporate social responsibility is both a moral duty and a strategic advantage for businesses, as it helps to mitigate risks, enhance reputation, and generate new market prospects. Leaders actively contribute to a Page 2 of 6

favorable future by prioritizing societal impact, exemplifying Gandhi's principle of embodying the change they desire to witness in the world (Hyacinth, 2015). Part 2: Developing a Plan for Change Description of an Organization The Proposal for Action is being created for a non-profit organization supporting single fathers. This organization functions within social services and has a workforce consisting of 20 individuals. The main objective of this non-profit organization is to offer assistance, resources, and direction to unmarried or windowed fathers, specifically focusing on their distinct difficulties and requirements. This support can cover a range of aspects, such as emotional assistance, guidance on parenting, legal aid, and financial counsel. I have a professional perspective on this organization, which means I approach it focusing on comprehending and tackling the unique difficulties single fathers encounter in contemporary society. This organization is notable for its focused approach, acknowledging the frequently disregarded demographic of single fathers who may face challenges balancing parenting and providing for their families. The objective is to establish a cohesive community and network of resources that enables these fathers to effectively and confidently carry out their roles. The organization aims to champion and tackle the unique challenges encountered by single fathers, to effect substantial improvements in their own lives and the lives of their children. Positive Social Change Opportunities for an Organization As outlined by Astin & Astin (1996) and my experience with the non-profit organization assisting single fathers, there are two significant opportunities for this organization to bring about positive social change. Internally, the organization can focus on enhancing leadership skills among its staff, particularly in the realms of self-awareness and commitment. The social change model describes self-awareness and congruence as crucial leadership qualities (Astin & Astin,1996). By fostering these traits, staff members can become more effective in their roles, leading to better support for single fathers. This internal change will directly benefit the employees by enhancing their professional skills and indirectly benefit the single fathers, who will receive more impactful support and guidance. Externally, the organization can engage in community outreach and advocacy to change societal perceptions of single fathers. The social change model emphasizes the importance of citizenship and working toward the common good (Astin & Astin, 1996). By advocating for single fathers, the organization can help reduce stigma and improve community support structures, directly benefiting single fathers and their children. Additionally, this effort can indirectly benefit society by promoting more inclusive and supportive community norms around single parenthood. Implementing these changes aligns with the organization's mission to empower single fathers and contributes to broader social change. The internal focus on leadership development ensures a skilled and committed workforce, while external advocacy efforts foster a more supportive societal environment for single fathers. Implementing Positive Social Change Efforts To implement the recommended changes for the non-profit organization assisting single fathers, leaders should adopt a two-pronged approach, focusing on internal development and external advocacy. Internally, the organization should allocate resources towards leadership Page 3 of 6

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development programs prioritizing ethical practices and social responsibility, as Hyacinth (2015) and Astin & Astin (1996) suggested. This entails conducting training sessions to augment self- awareness, emotional intelligence, and decision-making abilities that align with the organization's social mission. This training will guarantee that the staff possess the essential skills to efficiently assist single fathers by the principles of ethical leadership. The organization should actively participate in community outreach and advocacy efforts to alter societal perceptions and policies that impact single fathers. This may entail engaging in partnerships with other organizations, actively taking part in community events, and leveraging media platforms to enhance public understanding of the difficulties encountered by single fathers. Leaders should additionally champion policy reforms that favor single fathers, guaranteeing that their endeavors align with ethical and socially conscientious principles. These changes will not only benefit single fathers and their children directly but will also have a broader impact on society by promoting inclusive and supportive practices. The organization can effectively contribute to positive social change by focusing on these areas while adhering to ethical and responsible leadership practices. Potential Risks and Challenges of Implementing Positive Social Change Efforts The organization must carefully evaluate various risks and challenges when implementing initiatives to promote positive societal transformation. An essential obstacle is to guarantee that the endeavors in leadership development are congruent with the organization's values and mission. Emphasizing values should be the central aspect of any initiative to develop leadership skills (Astin & Astin, 1996). Ensuring this alignment is vital to prevent any clashes between individual values and the organization's objectives. Another obstacle lies in the arduous task of altering established leadership conventions within the organization. Adopting cooperative work instead of competitive structures can substantially change the team, requiring them to unlearn traditional leadership methods (Astin & Astin, 1996). The process of transitioning may necessitate a significant amount of time and patience, as deeply rooted patterns of norms and expectations may need to be addressed (Astin & Astin, 1996). The organization must follow ethical practices when participating in community advocacy and outreach. Leaders must ensure that their actions adhere to legal and ethical principles, emphasizing transparency and equitable treatment of all stakeholders (Hyacinth, 2015). Selecting issues and goals in accordance with the organization's mission and capabilities is crucial to guarantee the long-term viability and responsibility of their social responsibility initiatives (Hyacinth, 2015). These steps are crucial for preserving credibility and maximizing effectiveness in their endeavors to assist single fathers. Addressing Potential Risks and Challenges To effectively tackle the potential risks and difficulties associated with enacting beneficial societal transformation, the organization's executives must embrace a methodical and all-encompassing strategy. Leaders should regularly interact with staff to reinforce the organization's core values and align leadership development efforts with the organization's values and mission. One can arrange workshops and training sessions to synchronize personal values with organizational objectives, thereby fostering a leadership style rooted in values, as Astin and Astin (1996) highlighted. Page 4 of 6

When faced with altering conventional leadership norms, leaders should promote a culture that emphasizes ongoing learning and adaptability. This can be accomplished by fostering transparent communication and soliciting input, enabling team members to voice their concerns and offer suggestions. Leaders can promote team-building activities and collaborative projects to cultivate a cooperative work environment, gradually moving away from competitive structures (Astin & Astin,1996). To uphold ethical practices externally, leaders should establish explicit ethical guidelines and guarantee transparency in all community advocacy and outreach initiatives. Consistent training in ethical practices and social responsibility, as recommended by Hyacinth (2015), can ensure that employees are well-informed and dedicated to upholding ethical standards. Furthermore, by engaging employees in decision-making processes related to community projects, organizations can guarantee that these initiatives align with the organization's mission and the values of its employees. This, in turn, will help to maintain and strengthen the effectiveness of their social responsibility programs (Hyacinth, 2015). Outcomes of Positive Social Change Efforts The non-profit organization assisting single fathers is expected to experience several beneficial results due to the proposed initiatives for positive social change. Internally, the organization's emphasis on leadership development that aligns with its values is anticipated to improve employee engagement and job satisfaction. Enhancing staff members' self-awareness and leadership skills will enhance their capacity to effectively assist single fathers. This can be assessed by analyzing the rise in staff retention rates and the presence of favorable feedback in employee satisfaction surveys. Single fathers would experience a significant impact, as they would receive enhanced and compassionate assistance, potentially resulting in improved outcomes in their parenting and personal lives. The organization's advocacy and community outreach endeavors are expected to bolster its reputation and prominence. A surge in community collaborations heightened media exposure, and an upsurge in financial support or contributions can demonstrate this. These endeavors will also contribute to a more extensive societal influence, including heightened consciousness and diminished social disapproval towards single fatherhood. The primary recipients, unmarried fathers, would encounter an enhanced communal atmosphere, which could result in improved mental well-being and stronger support systems. External changes can be monitored by conducting community surveys, tracking media mentions, and assessing the number of partnerships or collaborations established with other organizations. Page 5 of 6

References Astin, H. S., & Astin, A. W. (1996). A social change model of leadership development: Guidebook: Version III. Los Angeles: Higher Education Research Institute, UCLA. https://www.heri.ucla.edu/PDFs/pubs/ASocialChangeModelofLeadershipDevelopment.p df BBC. (n.d.). Ethics: A general introduction . http://www.bbc.co.uk/ethics/introduction/intro_1.shtml Hyacinth, B. (2015, November 21). Leadership and corporate social responsibility . LinkedIn. https://www.linkedin.com/pulse/leadership-corporate-social-responsibility-brigette- hyacinth Page 6 of 6

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