Ethical Leadership and Ethical Organizational Culture
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
Ethical Leadership and Ethical Organizational Culture
Ethical Leadership Guided Response: Respond to at least two of your classmates’ posts.
BRUCE’S POST:
An organizations ethics and values see through the public and staff’s perception can determine the impact of the organizations and along with the financial impact the organization could have from an unethical fall out. The leadership that has ethics is leadership that is conducted by the leaders is driven by the leaderships values and standards of ethics. Ethical leadership is an action that is deliberate to perform and conduct ones self ethically. Ethically leadership can inspire and motivate their staff and direct reports. Leadership has great influence and power. The leaders needs to conduct their self so they are responsible for their actions. This builds a reputation for the leader and for the organization. Leadership with good ethics can build positive relationships with others and are committed to developing the potential of others, and they anchor their decisions and actions in ethical and moral principles” ( Warrick, 2016). Behaving and conduct your self as an ethical leader can be observed by others and can influence others to behave in the same manner.
The impact of ethical leadership ethical leaders is observed by others. This can help others behave in such manner. Ethical leadership can build trust, bring rapport with leadership and employees, can help employees feel part of the organization, and other internal impacts. External impacts can bring customer appreciation and the ethical reputation can bring in new customers along with keeping the current customers. Ethical leaders also can impact the organization with dedicated employees. Ethical decisions on growth and equal guidance for employees will impact employees to be inspired, motivated, and create a culture driven by that respect and trust.
References:
Warrick, D. D. (2016). Leadership: A high impact approach . Bridgepoint Education.
IRMA’S POST:
All companies are expected to follow one of the most important ethical philosophies known as ethics and social responsibility. Honesty and ethics are two important values that employees want from their leaders that align with the integrity, values, and principles of the organization (Warrick, 2016). Along with companies striving for ethical business practices managers and especially executive leaders must understand its importance and lead by example to guide their teams and employees (Warrick, 2016). No matter the size of the company, small or large, all employees have an obligation to adhere to and practice ethical decision making to create a strong corporate culture that minimizes legal risks.
According to Warrick (2016), “people want leaders whom they can trust to tell the truth and be straightforward in their dealings. Employees want leaders whom they can count on to have high standards and morals and do what is right” (sect. 8.3). Consequently, businesses will create values to align employees with the right way of doing business and provides as the foundation necessary to maintain the Company’s good reputation and continued success in the business community. Demirtus (2015) stated, “ethical leadership refers to the actions, talks, and other behaviors which consist of appropriate norms” (p. 273). Leaders set the tone for their employees by creating an ethical workplace and also lead by example for employees to replicate those behaviors (Warrick, 2016).
Conversely, unethical practices can cause long-term damage and impact to the bottom line in several ways. Unethical practices can impact personal and professional relationships such as losing trust and respect and can damage one’s reputation and character including consideration for future promotions and possibly losing one’s job (Warrick, 2016). Unethical behavior can create emotional and mental issues to other employees feeling overwhelmed and stressed with fear of reporting the situation to someone or fear of retaliation (Warrick, 2016).
References:
Demirtas, O. (2015). Ethical leadership influence at organizations: Evidence from the field. Journal of Business Ethics. 126(2), 273-284. https://doi.10.1007/s10551-013-1950-5Links to an external site.
Warrick, D. D. (2016). Leadership: A high impact approach. Bridgepoint Education. Retrieved from https://content.ashford.edu/ (Links to an external site.)
Ethical Organizational Culture Guided Response: Respond to at least two of your classmates’ posts.
TARA’S POST:
It is found that ethical leadership is positively and significantly associated with transformational leadership, transformational culture of the organization, contingent reward dimension of transactional leadership, leader effectiveness, employee willingness to put in extra effort, and employee satisfaction with the leader (Toor & Ofori, 2009). A leader’s ethical behavior outlines and molds the organization’s ethical culture directly and indirectly. The leader’s ethical behavior directly impacts the ethical organizational culture because the leader’s subordinates, followers, and everyone associated with the leader within the organization will operate based on the leader’s values.
The leader’s ethical behaviors will indirectly impact the organization through the leader’s association with the organization in the public’s eye. For example, if a leader behaves unethically outside of the organization, people will form opinions and assumptions about the organization’s ethical culture solely based on the leader’s affiliation and rank within the company. S. Truett Cathy, the founder of Chick-fil-A, was a leader whose ethical values, directly and indirectly, impacted the organization’s ethical culture. His Southern Baptist upbringings were incorporated into the ethical values of the company. The customer service and values of Chic-fil-A employees are shown through and true (Lorinc, 2014). Indirectly, S. Truett Cathy’s stance on LGBT relations has yielded the entire company bad reactions from the company that led to people protesting at the restaurants across the country and taking their anger out on employees.
Unfortunately, a leader’s connection to an organization provides that public and private morality cannot be distinguished. It is not uncommon to read about business, political, and other leaders who had their careers and personal lives ruined by unethical behaviors (Warrick, 2016). In a world of advanced technology and the convenience of communicating with millions at the click of a button, leaders are now under scrutiny more than ever. For this, it is always important for leaders to demonstrate ethical conduct. In the past, public and private morality remained separate which allowed for good leaders who were bad people. The notable Mahatma Gandhi, for example, lead the successful campaign for India’s independence from British rule, was an Indian lawyer, an anticolonial nationalist, and a political ethicist who taught celibacy but did not practice it and led questionable unethical practices regarding sex. His regrettable behaviors (as he referred to himself in his autobiography: The Story of My Experiments with Truth) did not discourage people from following or devaluing his teachings. In today’s world, however, a simple photo – even if vacationing in an entirely different company – can yield backlash to the leader and the organization.
When it comes to improving ethical values in an organization, a leader behavior is most important – only a hair above employee training. Having a code of ethics is just as useful as having a book that tells you how to live a good life but instead of being read, it is used as a booster seat. As alluded to earlier in this discussion, the leader’s ethical and moral values set the tone for the entire organization’s ethical and moral behaviors. An organization can only operate within the limits set by the leader. An unethical leader sets no limits, which allows for an unethical organizational culture.
References
Lorinc, J. (2014, September 08). Chick-Fil-A Founder Credited His Success To Christian Principles. https://www.npr.org/2014/09/08/346879504/chick-fil-afounder-credited-his-success-to-christian-principles (Links to an external site.)
TOI Q&A (2014, August 16). Gandhi was obsessed with sex – while preaching celibacy to others: Kusoom Vadgama. https://timesofindia.indiatimes.com/blogs/the-interviews-blog/gandhi-was-obsessedwith-sex-while-preaching-celibacy-to-others-kusoom-vadgama/ (Links to an external site.)
Toor, S., & Ofori, G. (2009). Ethical leadership: Examining the relationships with full range leadership model, employee outcomes, and organizational culture. Journal of Business Ethics, 90(4), 533-547. Retrieved from the ProQuest database
Warrick, D.D. (2016). Leadership: A high impact approach. Bridgepoint Education
NICKY’S POST:
Can a leader’s public and private morality be distinguished? Should they be?
I believe whether or not a leader’s public and private morality should be distinguished is dependent on various factor; such as, is what they are doing in their private lives a moral conflict with their profession? Also, whether or not any laws or company policies are being broken. It is also very important that the organization clearly define what they deem as “moral” and how employees should conduct themselves on and off duty hours.
Can a bad person be a good leader?
I believe similar interest, personal gain, and charisma are factors that are taken into consideration when constituents determine whether or not someone is a good leader. The definition of “bad” is often subjective, even in extreme cases. For instance, Hitler was an atrocious man but was able to rise in power because he was charismatic and a capitative speaker. Therefore, those who had the same ideologies would not consider him to be a “bad” person and (sadly) he was very effective in dominating Europe and attempting to create a “master race”.
Why is it important for leaders to demonstrate ethical conduct?
Leaders should reflect the company and their actions, even while off duty, can ruin the reputation of the organization. Aside from public reputation, employees should be able to look leaders as a moral compass as to what they should and should not be doing. Failure to demonstrate good ethical conduct could potentially disrupt the cohesiveness of the work and reduce the amount of trust between employees and leadership.
Which is more important for improving ethical values in an organization: a code of ethics, leader behavior, or employee training?
It is difficult to place code of ethics, leader behavior, and employee training at higher important as the other and are all equally important. However, I believe that ethics within the workplace starts with employee training. During onboarding, clear guidance should be provided to all employees, no matter
Article:
Amy Kupps, a NC high school history teacher, was fired from her position once her school found out she had an active Only Fans account (a site where members post content (sometimes adult content) and people pay a subscription to see the content). Her employer was made aware of the account only after a jealous ex-partner (who is also a teacher and also encouraged her to create the account and helped with the content while they were together) alerted the school.
It should be noted that the site is legal and all subscribers should be 18 years or old, her profile was private and the only way to see her content is to become a subscriber, and none of her content pertained to anything relating to her profession as a teacher. She created the account to make extra money and made upwards to over 150 thousand. Clearly, this amount is well above her salary as a teacher, however, she loves history, teaching, and her students.
In this instance, the school felt as though Kupps reputation as an adult content created would reflect poorly on the school and possibly have a negative impact on other teachers, parents, and students.
OnlyFans fired teacher for having an account – American Post (Links to an external site.)
Reference:
Warrick, D. D. (2016). Leadership: A high impact approach . Bridgepoint Education.
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. Grammar (worth maximum of 20% of total points) Zero points: Student failed to submit the final paper. 5 points out of 20: The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors 10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors 15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. 20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. Structure of the Paper (worth 10% of total points) Zero points: Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper. GET THIS PROJECT NOW BY CLICKING ON THIS LINK TO PLACE THE ORDER
CLICK ON THE LINK HERE: https://www.perfectacademic.com/orders/ordernow
Also, you can place the order at www.collegepaper.us/orders/ordernow / www.phdwriters.us/orders/ordernow
Do You Have Any Other Essay/Assignment/Class Project/Homework Related to this? Click Here Now [CLICK ME]and Have It Done by Our PhD Qualified Writers!!