Please respond to 1 and 2. Please provide a reference for each reponse.
This is what I wrote:
An effective, ethical leader should possess good ethics. These ethics include, a leader should be just to all other members by treating fairly, they should also be respectful to all members by ensuring that the decisions made by each one and opinions are respected. A leader should be honest and offer transparency to all members about the decisions they make, and leaders should also offer value-driven ideas which are in accordance with the organization’s values. A leader should encourage teamwork since all members of the organization are working towards a common goal; uniting them will bring success. A leader should be humane and moral in the way they conduct themselves (Hartog, 2015). Jennifer demonstrated some traits of an ethical leader but not entirely.
By creating the 12-team committee with a set goal, she promoted teamwork as Jennifer was honest to all members by being transparent about her organization’s goals. However, Jennifer’s values did not correspond to the organization’s values. Her values did not focus on the generation of community-based services as she felt there was no need to address issues related to the youths and the disadvantaged in the community; her decisions were not of value as they did not promote the values of the organization. Jennifer did not treat all members fairly, as in the selection of her committee. He only chose the members who had the potential to attract funds. She should have considered all members, hence promoting a balance in the decision-making panel. When Jennifer missed the chance to be the executive director, she was upset and could not control herself other than thinking of quitting her job. Jennifer should learn to work together with all members and treat them fairly by respect all the opinions. The organization should introduce inter-organizational training to help educate on a good leader’s ethics among all members and aspiring leaders.
References.
Den Hartog, D. N. (2015). Ethical leadership.
Mayers, R. S., Schoech, D., & Souflée, F. (1994). Dilemmas in Human Services Management : Illustrative Case Studies. Springer Publishing Company.
1.M
According to Esmaelzadeh et al. (2017), “an ethical leader’s actions reflect his/her own ethical capabilities and honesty as well as dignity in all aspects of life. Ethical leadership includes administrative measures through which the dignity and rights of humans are respected and fulfilled” (p. 684). In addition, Esmaelzadeh et al. also states “Ethical leadership is defined as the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conducts to followers through two-way communication, reinforcement, and decision-making” (p. 684). To be an effective ethical leader, all of these traits should work in harmony with one another by demonstrating honesty, integrity, trustworthiness, and genuinely listening to others, and caring about their needs.
My Strengths and Growth Areas (Weaknesses)
My personal strengths in ethical leadership include fairness, respecting others, honesty, teamwork/collaboration, initiative, and leading by example. We all have weak areas or areas we need growth in. I would have to say just as with Jennifer, I would need to take a step back and assess my personal feelings and how my feeling affects the way I react to a situation. We are all human, so it is impossible not to feel strongly about a topic or situation; however, professional growth and mature leadership will help steer us in the right direction to not over involve our own personal feelings.
Plan to Strengthen Growth Areas
In order to strengthen my growth areas as it relates to leadership ethics, I would take more classes to help me develop multiple understandings of how to respond to ethical dilemmas. As we have learned from our readings and posted videos, there are multiple approaches we can use depending on the situation or our own personality. Examples of different ethical philosophies related to Consequentialists (Utilitarianism, Egoism, etc.) and Non-consequentialists (Deontology/Kantian and Virtue).
Ethical Leadership and Interdisciplinary Problem Solving
As mentioned above, being well-versed in the understanding of the different types of ethical philosophies gives a leader the interdisciplinary problem-solving skills he or she will need to draw from depending on the issue and environment. Understanding that there is no “one size fits all” solution will arm a leader with the tools required to make the right ethical decision when faced with an ethical dilemma.
References
Esmaelzadeh, F., Abbaszadeh, A., Borhani, F., & Peyrovi, H. (2017). Characteristics of an ethical leader: A qualitative content analysis of Iranian nurses’ experiences. Annals of Tropical Medicine & Public Health, 10(3), 684–693. https://doi-org.saintleo.idm.oclc.org/10.4103/ATMPH.ATMPH_231_17
Mayers, R. S., Schoech, D., & Souflée, F. (1994). Dilemmas in Human Services Management: Illustrative Case Studies. Springer Publishing Company.
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Effective Ethical Characteristics – The characteristics of an effective ethical leader should be aligned with the moral compass of the leader. It would be most beneficial to the organization as well as individuality to posses integrity. Humility is vital in building trust and knowing ones limitations, with regard to the employees and board members. Having humility allows the leader to build a sense of positive hope and justice within organizational operations (Klenke, 2005). Compassion is essential in effective ethical leadership as it lends to the understanding and resolution of workplace complexities warm heartedly. An effective ethical leader would be remiss without accountability, reliability and respect.
Areas of Strength and Growth – Relative to Jennifer’s experience associated with my areas of these components, I would consider ‘Integrity and Respect’ as two strengths. I value integrity and respect as sounding boards for effective and ethical leadership. Jennifer’s desires and expressions for the promotion is personal in nature and should not negate the validity of ethics, values or professional actions. The growth in comparison with the dilemma Jennifer faced would be to remain steadfast in the integrity to the organization and the board, while respecting the position the coach as the incoming Executive Director. Having integrity and respect for the organization and the decisions made attests to ones character. Although individual perspectives and opinions may vastly differ and personal desires may not be acknowledge, integrity and respect remain prominent in exhibiting professionalism. Ethical dilemma(s) present an opportunity to openly display ones core values and stand in support of the organizations mission.
Growth Strengthening Plan – As measures to grow and become stronger and more effective, conducting Self Assessments and Self Evaluations are two main focal starting points that would address, identify and provide a nexus to enhancing my becoming more effective. These methods would be ongoing means to promote continuous reflection, identify areas in which change/improvement would be an enhancement and to adopt new concepts, directions, performance and actions of accountability for self check.
Ethical Leadership supporting Interdisciplinary Problem Solving; How Absence Limits Organizational Productivity – Nelson, Poms, & Wolf (2012) asserts ethical leadership is influential in the compliance behaviors of employees. effective communication between boards, leaders and employees serves to establish a rapport between individuals that will assist in a flourishing and sustainable organization. Effectively addressing conflict through morality and equity enhances the manner in which reciprocated actions are expressed, resulting in overall productivity. Ethical leadership is supported by appropriate behaviors that optimize productivity with impartial treatment. Reverse actions are rendered through unfair, unethical and ineffective leadership, resulting in minimal organizational productivity. The role of ethical leadership in increasing efficiency rests on the pedestal of ethical leadership while mediating interplay between performance, expectation and relationships, (Hsin-Kuang, Chun-Hsiung and Dorjgotov 2012). Clearly it is evident that leadership effective or ineffective has a profound impacts on organizational performance.
References
Chi, H.-K., Lan, C.-H., & Dorjgotov, B. (2012). The Moderating Effect of
Transformational Leadership on Knowledge Management and Organizational Effectiveness. Social Behavior and Personality: an International Journal
https://doi.org/10/2224/sbp.2012.40.6.1015
Klenke, K. (2005). Corporate values as multi-level, multi-domain antecedents of
leader behaviors. International Journal of Manpower,
https://doi.org10.1108/01437720510587271
Nelson, J. K., Poms, LW.,$ Wolf, P.P. (2012). Developing Efficacy Beliefs for Ethics and Diversity Management. Academy of Management Learning &
Education https://doi.org/10.5465/amle.2009.0115
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