Analytical Inquiry: What It Is and Why It's Important

Analytical Inquiry and its Importance 

Analytical inquiry refers to a leadership skill that allows individuals to be curious, self-aware, solution oriented and value probing. It is meant to supplement, compliment, operationalize and enrich effective leadership cognitive behavior. Through this skill, leaders are able to understand the quality, quality and intention of employee’s questions and the factors determining their ability to think critically, learn, maintain relationships, solve problems, manage conflict, gather information, and drive a positive change at the workplace ( Marsiglia, 2002 ). Great results are achieved through great enquiries and as such, leaders can use analytic inquiry to uncover the challenges that have not yet been unraveled by previous analysis. Analytic inquiry, therefore, serves as a key element of effective leadership because it provides room for these individuals to exercise self-reflection and self-corrective measures by learning from past mistakes and failures. Leaders are able to engage themselves in a state of continuous growth and development because they are able to see the bigger picture and think systemically to solve problems that may arise in both the short and long run ( Schwartz, 2017 ). Those who use this concept are able to display visionary leadership by analyzing issues from a constructive perspective as opposed to the traditional method. By doing so, they are able to promote accountability and responsibility as they uncover the challenges which prevent their organization from achieving their goals. 

Data Analysis, Comparison and Contrast Strategies 

Correlation Analysis. One of the main strategies that can be used to analyze, compare and contrast data is through the correlational approach. A leader can use this to describe the nature of the relationship that exists between two variables of interest depending on what they are investigating ( Swanson & Holton, 2005 ). For instance, if they want to examine motivational factors and how they relate to an employee’s performance, this strategy can be very effective because it will provide a comparison of the factors and how they a change in one leads to a change in the other. From such an analysis, one can be able to make inferences of whether the relationship between the two is strong, weak or statistically significant. Correlation indicates causation of the factors under study in such a way that if a leader sees one variable changing, then they will have an idea of how the other one will behave and the magnitude of the change in question. 

Content Analysis. This analytical method is very effective when it comes to the analysis and interpretation of qualitative data. One is able to derive meaning from this method and draw conclusions that can be used to provide a logical explanation for why something happens. The information can be gathered in different formats such as behavioral data based on the collection method that is used. From the findings, patterns are identified and inferences are made regarding the topic of study. 

Categorical data analysis. Here, based on the observations that are made, data is classified to belong in one or more categories so that comparative analysis can be done. Different module procedures are used including cross tabulation and frequency analysis among others referencing attribute data in one section whereas other variables are placed in their own categories. 

Application 

I believe that operations in the workplace are affected by a set of multivariable factors which must be controlled if success is to be achieved. As a leader, I would establish an inquiry program where every employee would be required to conduct departmental inquiries based on their roles within their organization. The aim here would be to identify any issues that may be challenging or hindering progress from being made. At the end of the day, every employee would have developed the skills and knowledge necessary for identifying, analyzing, and interpreting this data to solve the highlighted problems. 

Ethics and its Importance to Leadership 

Ethics refers to a set of moral values that govern how individuals make decisions based on what the society perceives to be good or bad. In the corporate world, ethics governs how businesses operate and make decisions and as such, it defines the integration of rules, standards, and principles that dictate what is acceptable and what is not at the workplace ( Swanson & Holton, 2005 ). Ethics is very important in leadership because it guides leaders on how to take responsibility and uphold the acceptable moral standards while acting as role models to those who they lead. It is through these principles that leaders will be able to understand the right values to uphold and make decisions that will impact their organization in a positive way. Ethics provides room for these individuals to develop strong characters so that they can lead by example as they strive to achieve an organization’s goals by embodying the same vision, values, and purpose. Ethics foster open communication channels and good working practice by encouraging employees to freely share ideas, knowledge, and vision with their leader. A strong framework can, therefore, be built where leaders will be able to use their authority and power to serve a greater good by inspiring those they lead to achieving greatness. Having an understanding of ethics will guide leaders to cognize that ethics is not just about abiding by the right values and morals, but also inspiring other employees to achieve individual greatness through emotional commitment, transformational leadership and inspirational behavior at the workplace ( Brenkert & Beauchamp, 2010 ). 

Ethical Theory 

The virtue theory is an ethical theory that lays emphasis on the role of a person’s virtue and character as the main element in guiding their actions ( Northouse, n.d. ). It, therefore, does not focus on the actions which will determine the consequences of their actions. Virtue ethicists are regarded as individuals who uphold high levels of moral principles and as such, the decisions they make are normally aligned with the acceptable standards in the society. Since such individuals have ideal character traits, they are not guided by their personal ambitions or self-interests but rather their natural tendency to be virtuous in their lives. As a leader, I am normally guided by this theory because I am always guided by what is right or wrong in everything that I do. In everything that I do, I am always aware of the fact that my character will determine who I am and how I influence others to achieve the organization’s objectives. I, therefore, believe that being virtuous is not just about my actions, but rather the set of virtues that I possess to live and act in an acceptable manner. For instance, I may be honest, but I may not live a life of honesty based on how I deal with certain situations. As a leader, I have an understanding of who I am who I want to become and what I should do to get to where I want to be. I believe that the virtue theory is a perfect example of what guides me as a leader to become a role model to others and motivate them to become virtuous employees at the workplace and in the society. 

Application 

Virtue ethics can be applied at the workplace by developing an ethical framework that will govern what the organization wants their workforce to become ( Schwartz, 2017 ). For different scenarios, it will outline the decisions, and actions that are made by all employees and their impact on those around them including customers and shareholders. One perfect example of this would be in customer relations where employees interact with clients on a daily basis. This theory can be applied here to determine how employees deal with clients to resolve their issues. The level of consumer satisfaction will determine the effectiveness of the theory based on the feedback and reviews that clients will provide after they have been served. 

References 

Brenkert, G. G., & Beauchamp, T. L. (2010).  The Oxford handbook of business ethics . New York: Oxford University Press. 

Lussier, R. N., & Achua, C. F. (2016).  Leadership: Theory, application & skill development . 

Marsiglia, A. J. (2002). Application of leadership concepts: A personal approach.  Academy of Management Review ,  5 (7), 45-52. 

Northouse, Peter, G. (n.d.).  Introduction to leadership: Concepts and practice . TestOrt: Sage Publications. 

Schwartz, M. S. (2017).  Business ethics: An ethical decision-making approach . Chichester: Wiley 

Swanson, R. A., & Holton, E. F. (2005).  Research in organizations: Foundations and methods of inquiry . San Francisco, CA: Berrett-Koehler.