Kerrie Peterson: Creating An Ethical Leadership Team

Ethics has been around for a long time. Merriam-Webster defines ethics as rules of behavior based on ideas about what is morally good and bad. It is an area of study that deals with ideas about what is good and bad behavior. Ethics has much to do with feelings and beliefs. If you feel deep down in your heart that something is not right, then it you should not do it. The Bible says, “So whoever knows the right thing to do and fails to do it, for him it is sin” (James 4:17 English Standard Version). Ethical business procedures include guaranteeing that the main legality is in place. Also, the company observes moral standards in its relationships with the people in its business community, which includes the most important people in their business, who are the customers. This report will discuss ethics in business, ethically transformed organizations; organizations preparation to make ethical decisions, ethical danger signs, and organizations that does business globally.

Exploring Inter-professional Collaboration and Ethical Leadership (page 7 & 18 & 20). Questions # 3 & 4

We have been taught, that if you are not getting the results you desire, there is something wrong with your team (Fischer & Greene, 2017). Clearly there is something wrong with this company’s team. At Wells Fargo there is a sever absence in trust between their employees and management. Two of the characteristics that are found in teams with no trust are, employees that “conceal their weaknesses and mistakes from one another” and the other is when “people hesitate to ask for help or provide constructive feedback” (Lencioni, n.d.). This is apparent at Wells Fargo because the employees did not trust their supervisors enough to approach them about these unattainable objectives or questions about how to properly do things to be able to reach these goals in a legal way. I also realized that there is a sever lack of unfiltered conflict at Wells Fargo. Some characteristics of a team that lack unfiltered conflict are teams that create an environment where back-channel politics and personal attacks thrive (Lencioni, n.d.). Teams that lack unfiltered conflict also ignore controversial topics that are critical to team success (Lencioni, n.d.). This is exactly what is going on at Wells Fargo. As we heard from Mr. Fischer and Mr. Greene, of Six Bends Harley Davidson, both gentlemen emphasized the importance of unfiltered conflict between employees in a company. These employees were intimidated by management and did not have the right or courage to engage in unfiltered conflict. Wells Fargo is not a team environment, instead it seems like a

Our mission statement and value statement is the core belief of our agency and they go hand in hand when facing challenges in life. It will help the clients and the employees build belief and strength in them and help everyone become one so that we can all stand together with pride and dignity. I know that this will be a long continuing process and we as an agency will do all that we can to grow so that we can continue to help

In this book, author Robert Starratt provides a framework for building a foundation of ethical leadership based on responsibility, authenticity, and presence. Readers should understand that this book is not how to transform schools, but how to think about affecting change in our teachers, staff, and students.

I am here today to discuss… ethical viewpoints by analyzing a case study: evil in the basement from the Book Meeting Ethical Challenges in Leadership by C. E. Johnson (2013). Does everyone understand what ethical viewpoints mean?

As a counselor I identified the self initial of Doug volunteer and seeking help for his drug treatment issue. A counselor must still maintain the Federal, state laws, regulations code of ethics legal restrictions to protect the client confidentially. To release information a counselor must have a Judge court order, client signed release of information or client is a threat, harm to self and others to release information. As a counselor we still protect our client in a public setting. The established request of his probate officer will be decussed with state legal counsel, my supervisor and Doug once decision has made with my superiors. Gathering all information from Doug the Illegal substance he is on probation for, other rehab facilities

Royalty House respects and fosters loving, family centered values. Royalty House believes that every individual deserves a chance at new beginnings and the opportunity to obtain the necessary tools to become self-reliant and self-sufficient in adulthood. The NASW Code of Ethics principal states: that social workers’ primary goal is to help people in need and to address social problems. Social workers elevate service to others above self-interest. Social workers draw on personal knowledge, values and skills to address social problems and help people in need. Social workers are encouraged to volunteer some portion of professional skills with no expectation of significant financial return (pro bono service), (Manning, 2003, p. 283).

As the newest business owner in my town I feel that it is my duty to write a mission statement and a value statement for our organization as well as an explanation of each and how they tie together. The basis of the organization is to provide strength and support to our local community. We want to be there for the families in the hardest trials of their lives. We want to give them hope for tomorrow. By eagerly accepting this challenge, we need to create a strong code of ethics, define the role of leadership, and create a

I have reviewed a few ethical models in formulating my own for my professional counseling practice. I first checked the American Counseling Association (ACA) Ethical Model, as well as the American Mental Health Counselor’s Association. I found the ACA’s model to be very helpful in determining what facets and perspectives a counselor would utilize to examine an ethical dilemma with potential to turn into an ethical issue. The ACA model states:

Leadership is responsible for implementing strategy, influencing processes, and stimulating change in attitudes and values. Unfortunately, many leaders and major decision makers cannot make an impartial or truthful decision every time throughout their entire career because of their desire to continue to progress. In the article Leaders as Stewards by Gary Hamel, “a Gallup study revealed only 15% of respondents rated the ethical standards of executives as high or very high.” In my opinion, I believe stewards must possess the ethical values to do the right thing when no one is looking. Of the five elements of stewardships including fealty, charity, prudence, and accountability, from my own experience many lack in the arears of charity and accountability.

The purpose of this document is to provide a brief description of the organization for the consulting services. Next, the consultant will recommend key steps that the organization can take to create a strong culture. The consultant will develop an introductory paragraph to the survey explaining the tie between organizational culture and ethical conduct. Designate at least two (2) groups within the organization who will take the survey and provide a rationale as to why these two (2) groups should complete the survey. After the two groups have been identified, develop a brief overview of the participates in the form of an invitation to participate in the survey explaining the purpose and intended use of the survey. Develop criteria for conducting the ethical climate survey of the organization. The criteria will identify:

Ethical dilemmas make organizational decisions very problematic. And for this reason, it is good to develop a detailed ethical code of conduct before the organization starts functioning because this makes it easier to make tricky decisions as and when they appear. It is what Project Mill must do before it starts the fundraising process. The fundraiser manager needs to understand that few years down the line someone will definitely raise the question about the ethical practices of the organization and hence there must be a code of conduct in place so not only the organization can stay true to it, but it can also convince others of its ethical beliefs.

How do ethical values shape behavior in organizations? According to Saleem (2014), ethical values and behaviors of an organization are made up of organizations institutionalized philosophies along with the moral ideologies of its members. In addition, the codes of ethics help to enhance the moral reasoning of employees while shaping their behaviors towards morally questioning unethical situations. Organizational leaders are encouraged to build cultures of trust with leadership who establish concerning goals employees pursue y setting examples for others to follow (Crosbie, 2008). The leaders whom are able to build training and development throughout their organization helps design and build relationships characterized by collaborative behaviors those results in mutually beneficial outcomes (Crosbie, 2008).

I will examine the importance of personal ethics in leadership and how ethics produce effective leaders in organizations today. The importance of understanding ethics, motivation to act as a role model and developing a plan of action for an organization are discussed because of their importance regarding development of good leadership. These key points suggest personal ethics positively affect leadership and when made a priority for leaders will produce ethical and effective leadership. With so many definitions of leadership, the question evolved from “what is the definition of leadership?” to “what is good leadership” (Ciulla, 2004, p. 13). To develop a system of values one must compile a list of the most important instrumental values and terminal values. These lists are unique to every individual because they are determined by personal importance. Instrumental values, such as honest, helpful, ambitious, responsible, etc. should reinforce terminal values. Once a leader’s means are consistent with desired goals, their value system is unified and they have climbed the staircase from the lobby to the first level of values. The climb from the first floor to the second floor results in a person incorporating principles into their newly developed values. Although values act as the bedrock of ethics, principles are required because alone, “values are far too vague to have much meaning in ethical analysis” (Cooper, 1998, p. 12). Morals are ideals that help us decipher between right