Moral Leadership CEO\'s Values Influence on Mission,

Moral Leadership

CEO's values influence on mission, vision, and members of an organization

Effective leadership relies on the ethics and morals of the leader. The values expressed by the leader are transposed by his or her actions and are reflected in the organization's results. The mission of the organization is constructed by the leader based on his or her values. Leaders can only run organizations whose mission is to satisfy the leader's values. In other words, the organization's values must be aligned with leaders' values. Otherwise, leaders will not have a sense of fulfillment, and they are likely to consider that the organization does not serve its best and most ethical purposes.

The vision of the organization is also strongly influenced by the leader's values. This is because the vision reflects how the organization's mission will be fulfilled. It is important that the leader constructs an organizational vision that relies on his or her values. The ethical and moral of the leader establishes the actions determined by the organization's vision.

Leaders' followers have a tendency of modeling the persons they look up to. In other words, followers that admire their leaders are likely to adopt the views, values and principles they observe on their leaders. There are situations where members of the organization do not agree with their leaders' actions and values. In such cases, they tend to embrace contradictory values in order to express their disapproval. In most cases, the role model that the leader is determines the ethical decision making expressed by followers. In ethical leadership leaders focus more on moral management, and less on intellectual stimulation, authenticity, vocation, and others. This is modeled by leaders' followers. However, moral management is not sufficient in reaching the most effective results.

The campus dean in this case manages the university under certain values. It is important that students and peers identify and understand these values in order to determine whether they agree with them. This is important in collaborating with the dean and reaching the objectives the dean establishes. Some of the values of the dean can be integrity, concern for others, ethical decision making, quality of work, and others. These values can be identified by analyzing some of the decisions made by the dean. If the dean has made certain compromises on running the campus, it is obvious that integrity is not one of her values. This is useful in knowing because it means that the dean cares more about making cost efficient decisions in comparison with making ethical decisions. People that work with the dean know what they must do when in such situations: they must consider the efficiency of their decision, and not its integrity.

Several research studies have revealed the fact that women are underrepresented in corporate boards. There are several reasons that determine this situation. It seems that women must be higher qualified than men in order to be considered for directorship. This can be considered discriminatory, as women must work and learn harder than men in order to be acknowledged their suitability for higher management positions. In addition to this, women pay a higher personal price in comparison with men in order to become board members. This is another reason for which boards are reticent in allowing women in. Another obstacle for women increasing their representation on boards is that most board members are CEOs (Stanford, 2011). Women are also underrepresented on CEO level. Therefore, it is obvious that the pipeline towards becoming a board member is short on women.