Table of Contents
Part 1
Ethical leadership is critical to the survival and prosperity of any organization. Specifically, the reputation of an organization is a factor in the decisions it makes regarding its practices. Based on the morality of such decisions, the customers can embrace or shun what an organization has to offer. Ethical From the reading, the concept of ethical decision-making resonated with personal, professional goals. In particular, James Rest’s model outlines four primary elements that define ethical behavior and by extension guide one in the making of ethical decisions. The first element is being morally sensitive. Upon recognition, one can adjust his/her behavior about the subjects and make decisions that eliminate the possibilities of ethical issues arising (Johnson, 2015). A leader in an organization should be in a position to determine whether a decision is right of wrong. The third element has a moral focus which entails being able to effect the decision made which in some instance may not resonate well with other values.
Understanding the components of an ethical action based on James Rest’s model is instrumental towards my professional ambition of becoming an executive in a reputable organization. Specifically, the information will be critical in creating a motivated workforce by ensuring that all decisions made are morally right. The model will also help in the creation of an ethical group within the organization that is critical for the realization of the goals of the organization enhancing my effectiveness in dispensing my duties. The people I lead, my responsibilities and the goals of the organization compose my circle of influence.
Part II
One of the impeding factors in ethical leadership is rush decision making that often prevents me from making the right decision. The second impediment to ethical leadership in an organization is the lack of a supportive environment. Ethical leadership in the organization is also impeded by the presence of a workforce that does not value ethics. Often, the employees do not embrace the ethical decisions in situations that they do not serve their personal interests.
I subscribe to the deontological theories of ethics. According to the theory, the morality of an action is not dependent on the outcomes but on the attributes of the action itself. Deontology ethics alludes to the adherence to certain set principle that guides the conduct of leaders and their followers (Aronson, 2001). Act deontology, on the other hand, requires people to comply with the norms with some exceptions depending on the situation. The deontological theory of ethics delves on the ethicality of an action rather than the outcomes. The theory coincides with Kidder’s Ethical Checkpoints that requires one to revisit the standards as outlined in step six of the decision-making format. Further, Kidders Ethical Checkpoints allows one to looks for a third alternative that conforms to the deontological theories considers exceptions in the making of ethical decisions. In concert with the deontological theory, the format advocates for the right decision irrespective of the adverse outcomes.
| Current: Transactional Leadership | Desired: Transformational Leadership |
| Emphasizes on rewarding efforts and recognize accomplishments | Provide vision to the followers leading to respect and trust. |
| Leadership is primarily responsive (Xiaoxia & Jing, 2006) | Leadership that is proactive |
| Concerned with deviations from the set rules and standards and tends to intervene when such standards are compromised. | Adopt an individualized approach to managing followers. Advice and other resources are tailored to the needs of each employee (Odumeru Ogbonna, 2013). |
| Delegates duties and avoid making decisions | Tend to communicate high expectations to the followers, promote intelligence and careful making of decisions |
Being a creative thinker, I will take the time to avoid making rush decisions that often compromises the ethical values of the organization and the society. Taking time to analyze the situation against the standards as well as the norms will lead to minimal cases of unethical decisions and the undesired consequences on the followers. As a good communicator, I will seek the views of the followers and engage in the collaborative decision-making process, so the ethical aspect is not compromised. The making of the right decision will eliminate the threats that arise from the nonethical activities.
Part III
Personal Vision Statement
To lead a highly motivated workforce that adheres to the ethical standards and norms in a reputable organization.
Personal Goals
- To improve my interpersonal skills to enhance my relationship with the followers within three months
- To be a good planner within the first two months of working
- To be able to manage talents such as recruiting, retain and promote professional growth for talented employees within one year.
- To be able implementation change in the organization within the first year
- To improve my knowledge about leadership
Strategies
To improve on my interpersonal skills, I will utilize the good communication in the engagement with the followers as well as colleagues. Such will be indicated by an improved relationship with the followers. Also, I will read a lot on leadership books and strategies so that I can improve my skills and competence as a leader in an organization. Further, I will also read on talent management to improve the identification and retention of the best talents. For effecting change in the organization, I will enhance my capability as a transformational leader.
Implementation
For the realization of the above goals, I will immediately commence on implementing the mentioned strategies. In particular, I will consult more on transformational leadership so that I have an insight on how to handle various situations that require the leadership approach. Regarding planning, I will have a daily planner on how to go about various activities relating to my role as a leader. During the recruitment process, I will analyze candidates to determine their talents and relevance to the organization.
Conclusion
Ethical leadership is critical to the prosperity and survival of an organization. Organizations that compromise the ethical standards and norms become unpopular among the populace leading to strained performance.
Phrase: No leader can succeed without adhering to the ethical standards in a given society.
- Aronson, E. (2001). Integrating leadership styles and ethical perspectives. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration, 18(4), 244-256.
- Johnson, C. E. (2013). Meeting the ethical challenges of leadership: Casting light or shadow. Thousand Oaks: SAGE Publications.
- Odumeru, J. A., & Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature. International Review of Management and Business Research, 2(2), 355.
- Xiaoxia, P., & Jing, W. (2006). Transformational Leadership VS: Transactional Leadership. The Influence of Gender and Culture on Leadership Styles of SMEs in China and Sweden.