Ethical Leadership and Organizational Culture

Ethical Leadership and Ethical Organizational Culture

Instructions/Descriptions

Ethical Leadership and Ethical Organizational Culture

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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.

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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.)

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.

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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.

Ethical Leadership and Ethical Organizational Culture

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