Many a time we hear about egregious and unethical behaviors in organizational setups. A number of organizational leaders seem to be bent on lying and screwing their customers and thus making a fortune out of it. It is immensely demoralizing to occasionally learn that several organizations and leaders cannot be trusted. It is important for organizations to create a culture which supports and nurtures ethical behaviors.
1. What do you believe are the most important characteristics of ethical leadership?
Ethical leaders are often well acquainted on how to do the right thing. According to Menzel (2014), s ome of the important characteristics of ethical leadership entail respect for others, justice, honesty, human and predominantly focus on team building. An ethical leader is continually fair and just. In an organizational environment, they have no favorites and offers equal treatment to everyone. A key trait of an ethical leader is the degree of respect they accord to their followers. The leader needs to listen to them keenly, valuing their contributions and compassionately considering the opposing viewpoints. Also, it goes without mention that an individual who is honest and loyal. Honesty builds trust in an environment. Honest leaders transparently convey facts irrespective of how unpopular it might be.
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Valentine, Hollingworth and Schultz (2018) further argued that o ne of the highest revealing traits of a leader who is moral and ethical is being humane. Ethical leadership incorporates placing significance in being kind and function in a way that is occasionally beneficial to the team. Menzel (2014) emphasized that e thical leadership should entail fostering team spirit and a sense of community within the organization. Ethical leaders often strive to achieve goals that are beneficial to the entire organization. They study the bigger picture of organizational setups and works towards achieving the common good of the whole organization and not just themselves.
2. Describe the relationship between the ethical leader and the follower
There should be a good and working relationship between ethical leaders and followers. The leader should possess the ability to inspire the follower. In a bid to raise the performance of the organization, ethical leaders should be motivational to the followers. The relationship should be fundamentally premised on trust for each other. The conversations between the two parties should not be one-sided but two-way.
Why is this relationship important for organizations that are attempting to do the right thin g?
The significance of the relationship within the organizations can possess numerous benefits to these organizations. There should be reliable expectations from the leaders to the employees. The leaders should not tell the workers what they need to accomplish and expect it to be completed instantly. A favorable and good working environment should be created where the separate teams have trust between them. Once the groups have developed an effective and working relationship, the business is near towards succeeding ( Valentine, Hollingworth & Schultz, 2018).
Based on your readings (both the articles provided and Terris' text), what is the role of the Chief Ethics Officer and how does the role of this person relate to the success of the ethics related endeavors within large organizations? SLP Assignment Expectations
The chief ethics officer is very crucial in an organizational setup. The duty of the Chief Ethics Officer would entail introducing the intentions of compliance with ethics. The chief ethics officer is responsible for holding a stake in the compliance and ethics program within the institution. Additionally, the Chief Ethics Officer is mandated in applying an initiative program which indorses ethical behaviors within the organization ( Valentine, Hollingworth & Schultz, 2018) . Also, the Chief Ethics Officer should be capable of reporting risks within the compliance program.
References
Menzel, D. C. (2014). Ethics management for public administrators: Building organizations of integrity . Routledge.
Valentine, S. R., Hollingworth, D., & Schultz, P. (2018). Data-based ethical decision making, lateral relations, and organizational commitment: Building positive workplace connections through ethical operations. Employee Relations .
