This paper will first discuss briefly what ethics are and provide the definition for an ethical issue. An ethical leadership issue is identified and explained for this author’s practice area. We will then identify and discuss key strategies for leadership that are pertinent to the ethical issue. Next, empirical evidence which supports the strategies discussed will be analyzed. Then, the impact and importance of the strategies will be stated. The final step will be to provide a conclusion to the reader that summarizes the content and strategies.
It has been proven in many theoretical and research studies like Donaldson & Gini, 1996, Ciulla, 1998; Rost,1995 etc. that leaders should, and do, influence organizational ethics (Trevino & Brown, 2004). In an effort to understand how people reason through ethical dilemma and how they decide right action Kohlberg (1969) have established that people reason at three broad levels - preconventional, conventional and principled. Other research on moral development have established the fact that a vast majority of people reason at conventional level and they look outside of themselves to their environment, to rules and laws, at their supervisors and the company leaders for guidance to determine the ethically right thing to do (Trevino & Brown, 2004). Leaders influence these broad category of people, who are in conventional level of reasoning, by social learning perspective through modelling process and by social exchange perspective through which the employee at lower hierarchy are more likely to be influenced and reciprocate with a positive behavior when they are involved by their leaders in a relationship of trust and
This paper will respond to three questions, “Are all managers leaders?” (Phillips & Gully, 2014, p. 425) “What are some common barriers preventing leaders from behaving ethically and how can these barriers be overcome?” (Phillips & Gully, 2014, p. 450) And “Is it possible for leadership substitutes to be effective?” (Phillips & Gully, 2014, p. 450)
A leader may exhibit the characteristics of an effective leader such as caring, openness, patience, honesty and trustworthiness, but being aware of ethical considerations is vital. In fact, unethical behavior of the leader derives from being unfamiliar with organizational standards, being incompetent in leading groups or properly
Shin, Y., Sung, S., Choi, J., & Kim, M. (2015). Top Management Ethical Leadership and Firm Performance: Mediating Role of Ethical and Procedural Justice Climate. Journal Of Business Ethics, 129(1), 43-57. doi:10.1007/s10551-014-2144-5
When leading other individuals, it is imperative that one be ethical themselves, in order to lead ethically. A person, who is unethical, is going to inspire unethical behaviors in others. When members of an organization see that nothing happens to their leaders, others will fall into the same unethical behavior and rationalize that what they are doing is ok as well (Mallor et al., 1966/2010, p. 119). Leaders must set the example of ethical behavior for others.
I agree with both of you it’s important for the supervisor to have direct contact with his or her employees. Not only does management need to oversee the daily actives of his or her employees but establish a good relationship as well. In any organization building a rapport with customers is a vital part of customer service.
CCIB received a SOC 341 report on 8/4/15, by reporting party Jo. RP states that a 53 year old client at the home named Barbara who is diagnosed with autism, depressive “depressive disorder” and cancer. RP stated that Barbara informed RP that her bedroom does not have A/C which is a problem with the heat and the fact the roommate Anita is 80 years old. Barbara also disclosed to RP that the bedroom had bed bugs which came from another room. RP also states that Barbara’s room has had no hot water since 7/31/15. RP states that the meals are a “hit and miss” and Barbara is not able to supplement the meals because she is on a limited income. Barbara also disclosed to RP that up until “1.5” weeks ago dinner was served at 3:00pm because that was when
The dominant part of supervisors intend to run ethical organizations, yet corporate debasement is across the board. Some piece of the issue, obviously, is that a few pioneers are unmitigated hooligans, and they coordinate the wrongdoing from the top. In any case, that is uncommon. Substantially more frequently, we accept, workers twist or break morals rules on the grounds that those in control are oblivious to deceptive conduct and may even unknowingly support it.
It is only during moral lapses and corporate scandals that interest groups and the broader public ask themselves the fundamental ethical questions, who are the managers of the organization and were they acting with the ethical guidelines. For a long time, the issue of ethics was largely ignored, with organizations focusing on profit maximization. However, this has changed, and much attention is now focused on ethics management by researchers and leaders. The issue of ethics has arisen at a time when public trust on corporate governance is low, and the legitimacy of leadership is being questioned. Leaders are expected to be the source of moral development and ethical guidance to their employees.
This broader concept of ethical leadership empowers leaders to incorporate and be explicit about their own values and ethics. The following list provides a framework for developing ethical leadership. It is based on the observations of and conversations with a host of executives and students over the past 25 years, and on readings of both popular and scholarly business literature. Written from the perspective of the leader, these ten facets of ethical leaders offer a way to understand ethical leadership that is more complex and more useful than just a matter of “good character and values.”
I used to think that ethical leaders will always be ethical. Contexture pressure may affect leaders’ decision making. Also, I will resist negative contextual pressure and create a healthy ethical climate to reduce unethical behaviors. Leaders should also work to eliminate situational factors like peer pressure, obedience to authority, dehumanization and anonymity because employees may become evildoers under this situations.
Leadership is by all means a special talent that not all people possess. A leader must also have ethics to be effective for the long term in the corporate world. These leaders generally implement ethical programs in order to influence an organizations climate (Yukl, 2010). I will evaluate the importance of ethical leadership and the role it plays into today’s organizations. In addition, I will discuss the repercussions a company may have when its leadership allows and even rewards unethical business practices. Lastly, I will apply my personal leadership perspective. My perspective will include the path-goal theory and ethical practices that I find important to
Demirtas and Akdogan (2014) stated that “When behaviors in an organization are perceived to be ethical, these perceptions influence ethical decision making and the behaviors of organizational members as well as their attitudes towards individual jobs” (p.61). The study examined the effect of manager’s ethical leadership on members of the organization. The study argued that by