Developing an ethical leadership model based on integrity and moral decision-making

Personal Model of Ethical Leadership

Leadership has been defined as the "procedure of social influence where a person is able to enlist the aid and support of others in the achievement of a common task" (Jam, 2012). Leadership is something that remains as one of the most appropriate features of the organizational context. A leader is an individual who influences a group of people in the direction of a specific result. It is not really dependent on title or official authority. Leaders are normally recognized by their volume for caring for others, clear communication, and a commitment to persevere. Some experts believe that good leaders are made not born and others say the opposite. Some leaders have the belief that when people have the willpower and desire, then they can become an effective leader. Some managers even mention that a good leader develops through a never ending procedure of self-study, experience education, and training. With that said, this paper will discuss ethical leadership.

Ethics, Morals and laws

When it comes to ethics, morals and principles in leadership, it gives the foundations for different types of modern concepts for business work, and organizations, which actually broaden individual and corporate significances far beyond traditional business purposes of profit and shareholder enhancement. Ethics, morals and principles are the foundation of any leadership. Any other features of good modern leadership, management and organizations which relate to ethics can also be put on the list. Research shows that ethics, morals and laws are very broad areas to be explored when it comes to leadership. The ethical role of managers, or what different experts would call ethical leadership, is a mixture of being an ethical person and being a manager that is moral manager. Being an individual that is moral rests on a mixture of important traits for instance integrity, trustworthiness and honesty. Integrity includes not only frankness and honesty or truthfulness nonetheless likewise consideration for the security of the whole unit that one manages along with of the society in which the organization is situated. Integrity likewise means firm devotion to a code, for example an ethical code of conduct (Mayer, 2012). Therefore, being a moral individual proposes that the individual has honesty and can be trusted

Besides these traits, being a moral individual likewise includes behaviors for instance doing the right thing, apprehension for people, being open, and morals of personal honesty. The essence of ethics, unquestionably, is doing the right thing, particularly under difficult conditions, and that includes being able to reason well about what the right thing to do actually is (Kacmar, 2013). A leader needs to understand that to be able to reason well about a complex ethical circumstance, an individual needs to be open to learning from multiple sources about the state of affairs while taking care not to hurt individuals and actually endeavoring to treat people well in when it comes to the decision making process or when decisions are being applied. To be able to make good decisions ethically, a person really needs to have considerately developed their personal set of values or standards, a personal system of conduct or integrity (Jam, 2012). A person in leadership would also need to understand personal standards permit an individual to reason through a decision with a clear justification in mind.

Influences as a Leader

A manager's approach is able to have some kind of an influence on the yield of their staff and the rest of the organization. Influences of a leader rather it be with an organization that is global or nationwide is important. Organizational competence is dependent on each department, led by its manager, executing its job and contributing to the achievement of the company (Miao, 2013). As a result the way in which a manager makes decisions, delegates accountability and interrelates with workers can affect the whole organization.

One part of a leader having influence over an organization, is the leadership styles it enforces. Leadership styles can affect productivity and communication. Bureaucratic leaders incline to makes communication slow up by checking to make sure that every part of the message and delivery method is following company guidelines that are strict. This can hamper communication and stop workers from getting information and instructions that they need to do their jobs (Mayer, 2012). Leaders who do not ask input from others can distort information that will be able to fit their own needs. The information that is distributed during the course of the organization is ineffective and inaccurate.

Having influence as a leader means that they understand that employee input can be appreciated in creating more effective work approaches and improving productivity. But the leadership style utilized by management can distress the effectiveness of input from an employee. A manager with a democratic leadership styles are those that have good influence because they accept input from employees and utilizes the pertinent information in order to improve the process of work. Other managers can totally dismiss employee input for the reason that they do not want to make any kinds changes to the way things are being done. Another type of response could have something to do with allowing workers to do what they want in terms of work procedures, which would generate procedural problems all through the company.

Approach to Ethical Decision Making

When decisions that involve ethical deliberations need to be made, many colleagues argue, the moral person sticks to their core values, tries to be fair and objective, shows concern for the welfare and society of those in society, and follows ethical decision making guidelines. But being a moral being is not the lone requirement for being a leader that is moral. Moral leadership also has something to do with being a moral manager, which includes recognition that the manager or leader serves as a role model for others in every one of their duties. It likewise means providing discipline and rewards around the unethical and ethical decisions made by others, so that a clear message is sent about what actions are and are not adequate in the situation or organization (Miao, 2013). Furthermore, moral management means communicating willingly, clearly, and frequently about values and ethics.

Ethical decision making difficulties arise for managers and leaders when choices include a moral conflict -- that is, an ethical situation in which a person will must choose among at least two equally choices that are bad, or when there are a lot of ethical considerations, some of which conflict with each other (Stefkovich, 2012). In such conditions, which are typical in business, the manager would need to be able to think through ethical implications and the consequences of the decision thoroughly and carefully so that the best likely decision can be made given the implications, constraints, and ethical issues. If the choice itself cannot be reframed as a condition in which all parties will be able to benefit -- that is to say, win-win circumstances -- then the manager needs a decision making framework to aid (Roberts, 2012).

Two Contemporary Models of Leadership

In the Four Framework Approach, Stefkovich (2012) make the suggestion that leaders show leadership behaviors in one of four kinds of frameworks: Symbolic Structural, Human Resource, or Political. One of the models I would use is the Human Resource Leaders model. This is close to the way I leadership because this models in people and communicating that belief; they are accessible and visible; they allow, increase contribution, support, share material, and move decision making down into the business. In an effective leadership condition, the leader is looked at as being a catalyst and servant whose leadership style is supporting, advocating, and bring the empowerment (Jam, 2012). While in an unsuccessful leadership situation, the leader is a softy, whose leadership style is fraud and abdication.

Another model used is the political framework model. With this model, political leaders clarify what they want and what they can get; measure the distribution of interests and power, construct associations to other stakeholders, use encouragement first, then use cooperation and coercion only if needed. In an effective leadership circumstances, the leader is a supporter, whose leadership style is building and coalition. While in an ineffective leadership condition, the leader is a hustler, whose leadership style is manipulation (Kacmar, 2013).

Communicating Political Framework Model

My fellow workers, there is a new form of leadership in our company that will involve a little bit of maneuvering in order to get the job done. This kind of leadership will be effective for our business so that we can build better strategies and also promote better working relationships with one another.

Challenges Ethical Leadership

One of the challenges ethical leaders face is failing to understand the changing context in which they function are not providing a justifiable foundation for their companies (Stefkovich, 2012). They will allow outdated business models to be pursued, even when the expectations that these were based on have changed. Precisely, ethical leaders need to identify the threats and factors that could be threatening the company which can be very hard to deal with.

Conclusion

The final element that managers can think about in their roles as ethical leaders is making a sense of commitment and ownership among organizational. This needs to be done by emphasizing promise, inspiring a sense of earnestness about the tasks of the enterprise, and reassuring engagement instead of impartiality among organizational members.