The Organization's Business Design

There has been increasing numbers of concerns with the ethical leadership of organizations due to historical problems with company’s downfalls due to management. The unethical conduct of leadership is typically found when the organization does not enforce the ethical climate once determined as important. The paper focuses on different approaches for strengthening the leadership for the organization and enforcing the ethical climate. In addition, the important factors for a strong ethical climate are derived based on a solid foundation for an the organization’s policies and procedures and code of conduct. Organizations can accomplish ethical leadership and behaviors by enforcing and practicing the code of conduct and having a high level or integrity in the leaders that run the organization.

Value motivated ethical leadership is needed today. The world has such a diverse work force today, and managers must develop and empower workers to achieve organizational goals. One develops his or her ethics from his or her culture, ethnic background, and religious beliefs. This paper discusses the importance of ethics and technology in the managerial decision making process and work related stress.

The structure and design of organizations have drastically changed over the last twenty-five years. Organizations develop new goals at the beginning of the year or after the completion of previous goals, and heavily depend on planning to help achieve these goals. Planning is an integral part of organizational success, as upper management receives substantial information on various needs such as risk uncertainty, available resources, employee development, and unforeseen changes in technology (Daft, 2013). Most importantly, successful planning allows management to make effective decisions when unforeseen events arise within the organization. Not participating in planning is equivalent to taking a road trip across the country without a

Daft, Richard L. Organizational Theory and Design: 12th edition. South-Western College Publisher. 24 April 2015

In today’s society, a person can make a single decision, which can positively and negatively affect their family, employer, co-workers and/or even the entire world. That said, the life we as individuals lead reflects the strength of a single trait and that is our personal character. Though personal ethics vary from person to person; people want to be known as a good person, someone who can be trusted and who is concerned about his or her relationships and personal reputations. However, ethics has a major issue in leadership positions. In order to create a strong ethical based environment, it is critical to have an appropriate leader and leadership integrity. According to Johnson (2013), ethical leadership can be perceived as both a moral person and a moral manager. In this essay, I will evaluate the importance of ethical leadership and the role it plays in daily lives. Lastly, I will apply my personal leadership perspective. My perspective will include the path goal theory and the ethical practices that I find to important to leadership.

The Internet has changed business-conduct transparency by substantial proportions! When the video of a FedEx employee hurling a computer over the fence of a customer’s home went viral, outrage over the event scarred our reputation of excellent service worldwide. A large, multi-national company has an even greater responsibility to act ethically because its scope is so expansive. More specifically, if a company expects to succeed globally, it must maintain a rigid standard of values-based leadership throughout its organization. The customer does not segregate the action of a single individual apart from the company as a whole; he is the company. As the introduction to Chapter 3 summarizes, “Ethics and values-based leadership aren’t just good ideas—they’re vital to attracting talent and retaining loyal customers and business partners.” (Principles of Management (2010). pp:

Since the dawn of time, ethical behavior has been a recurring thought that is a constant throughout the decision making process by many businesses. However, ignored more times than one care to admit. In addition, in recent years the ethical dilemmas continue to plague organizations and their leadership. Organizations and their leaders make decisions daily that can ultimately lead to embarrassing outcome. The subject of ethics is never meet easy, nor is it straightforward in any context. Ethics is a forever-evolving phenomenon that expands throughout organizations as well as your personal lives (Cheney & Frenette, 1993; Fielder, 1964; Jennings, 2012).

The following section presents a discussion of leaders’ ethical behavior presented in each of the studies considered within this synthesis. As employees spend a significant amount of time working with their supervisors, they both develop a strong relationship, as well as, the supervisors have a direct impact on employees’ day-to-day work performance. The effect of leaderships’ behavior can impact the performance and commitment of employees as discussed in all three articles. Kottke and Pelletier (2013) reported employees recognize that top leaderships or immediate supervisors are the one who create the work climate and control ethics policies. Employees’ perception of work climate is as in seeing supervisor setting a good example of ethical

Section two of chapter 6 covers teamwork in a corporate setting, as well as employer and employee rights. To promote the morally responsible actions of employees, corporations need to promote an ethical work climate. Four main tenants of an ethical workplace are presented. The first is that both employees and managers acknowledge ethical values, and that responsibilities to stockholders, customers, and other stakeholders are kept. The second tenant is the use of ethical language in corporate dialog, such as introducing a code of ethics. Third, managers need to set a moral tone in actions and words, and through examples and personal behavior. Finally, companies should have a conflict resolution procedure.

In order to be a successful ethical leader there are many activities that can be promoted to encourage ethical behavior in one’s organization. An ethical leader will create programs that endorse integrity in business. Programs can include setting guidelines for dealing with ethical issues, open discussion on ethical issues, and establish a protocol for people to get advice (Yukl, 2010). By establishing programs an ethical leader is really changing and encouraging moral behavior which can affect an organizations work environment and improve moral. By empowering your employees to know how to handle ethical dilemmas you create a new found trust.

Heres & Lasthuizen, (2012) “What 's the Difference? Ethical Leadership in Public, Hybrid and Private Sector Organizations”, explore through a qualitative study the perceptions of leadership in different types of companies and tries to answer the question if the ethical leadership model can be universally applied across any organization. Research supports that ethical leadership is essential for productive units and productive followers. The themes of these articles are the outcomes of ethical leadership are OCBs, an ethical organizational climate, and to maintain that ethical climate a leader must role-model ethical behaviors (Heres & Lasthuizen, 2012; Kottke & Pelletier, 2013; Pucic, 2015).

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

The purpose or aim of every organization is to establish such an organizational culture and behavior among its employees that helps in achievement of ideal ethical standards. There are certain determinants that play a critical role in helping achieve the right organizational culture. Some of these include personal moral intensity, social ties, codes of ethics, locus of control and Machiavellianism. These

The purpose or aim of every organization is to establish such an organizational culture and behavior among its employees that helps in the achievement of ideal ethical standards. There are certain determinants that play a critical role in helping achieve the right organizational culture. Some of these include personal moral intensity, social ties, codes of ethics, the locus of control and Machiavellianism. These

Organizational theory is the study of how organizations work and how they impact and are impacted by the environment. Organizational theory relates to organizational structure, culture, and design. (Fig. 1.4) Organizational structure is the formal setup of task and authority relationships. Structure controls the coordination of activities and employee motivation to attain goals. Structure must be continually evaluated. Organizational culture, a set of shared values and norms, shapes and controls behavior in an organization. Q: What determines culture?