Personal values and ethics in managerial leadership

Values and Ethics

Values, morals, and ethics are part of a system on which people base their conduct related to themselves or other people. Their actions are based on this code of conduct that incorporates a series of values, morals, and ethics that people consider to be the most suitable for them and for the situations they are confronting with.

The set of values that a person chooses to follow helps one make decisions about right and wrong, and figure out which decisions have greater or lesser importance and implications. Values are considered to be more personal and specific than morals and ethics.

Morals are more generally accepted. They refer to a wider range of actions. Mainly, morals tend to bring to attention right and wrong more than values. Morals are used when judging other people. Basically, morals represent the motivation based on which people take action and make decisions.

Ethics are established on an internal basis, in comparison with values and morals that are determined by the exterior environment of the individual. When referring to ethics, people mainly understand professional ethics. Also, referring to professional ethics, it is considered that ethics are not compatible with any type of gain.

Personal values

As a future manager, I intend to focus my actions and decisions on the code of ethics, on the values and morals that have always guided me. I developed this system of values, morals, and ethics based on the education I received and based on the positive influence that certain people have had over me.

In addition to this, I intend to further develop this system with other professional ethics, values, and morals that a manager, and especially a leader, must have.

In my opinion, it is important for a leader to show the values that he expects other people to show also. For example, competency is one of the values that are requested from both managers and their subordinates. If the competency level is a low or mediocre one, so will be the results of the efforts invested by the company into providing the products or services in case.

However, it is quite difficult to establish what type of leadership to develop and what type of leader to be in accordance with each company, each environment, and each type of work teams that the leader must take charge of.

The most value that must be showed by a manager and demanded from his subordinates is represented by respect. There is a whole argument on whether a manager, a leader, or any type of boss should be loved or feared by his subordinates. In my opinion, each manager must be respected. This respect is gained by respecting one's self and by respecting others.

In addition to this, respect draws a series of other qualities and benefits for the manager, the employees, and the company in case. A healthy work environment cannot function if there is no respect.

Another aspect that creates some sort of controversy is whether the manager must put the interest of the company he works for before the interest of the employees. It is a matter of shareholder theory compared to the stakeholder theory.

The shareholder theory states that the purpose of an organization is to generate profit for its owners and shareholders. Furthermore, by generating profit, the company helps the community in which it activates. Adepts of the shareholder theory consider that if the company is successful, it will create sustainable jobs in the area in case, therefore contributing to the welfare of the community (Smith, 2003).

The stakeholder theory has more complex implications, because of the fact that it states that a company should function in accordance with the interests of all stakeholders, like owners, shareholders, employees, managers, the government, customers, suppliers, the community in case, and others (Phillips, 2004).

In my opinion, both theories have parts that can be applied in order to successfully manage a company. Indeed, if the company's profits are maximized, then the company's presence on the market will be a more solid one. This would allow the company to develop and expand its activity, and to generate more jobs in the area in case.

Also, given the competitive context in which companies are currently functioning, they must involve directly in all kinds of aspects of the life of the community. Many companies, especially large corporations, develop campaigns that refer to the environment, pollution, campaigns that aim at helping disadvantaged social categories.

As a manager, I intend to put the knowledge, skills, and abilities I have in the service of my company, focusing at the same time on helping my subordinates develop their careers, and ensuring that the community in which our company activates benefits from our help in areas that necessitate it.

Organizational values

One of the most important aspects when developing the company's strategy or direction is represented by the identification of the values that the company in case stands for. Based on these values, the company can further develop the general strategic directions that are most suitable for the company in the context of today's globalized economic environment.

Our company has developed and implemented a strategy that is based on values like excellence, quality, diversity, innovation, and continuous development. Our company is aware of the fact that significant competitive advantage can be achieved by providing products and services of high quality for its customers. In order to achieve this objective, the company must maintain a good relationship with its suppliers also.

Company vision and mission statement

The vision that our company intends to transform into reality is a long-term one. We are determined to build a strong, successful company that will be present on the organic foods market for a long time, and that will become an international brand in this field. Furthermore, we intend to transform people's lives by helping them orient towards a healthy lifestyle that includes organic foods instead of the products that most people eat.

As one may observe, even the main object of activity, producing organic foods, is a very ethical one. Even if is takes considerably more effort, our company is determined to follow the direction of organic products and to expand the activity of the company to other organic products, like clothes and cosmetics.

Therefore, our company's mission is to ensure that our customers receive the highest quality products, with similar services, while ensuring that our employees are satisfied and motivated on personal and financial levels. Our company is also determined to significantly engage in the life of the community of which we are part of.

Corporate Social Responsibility

In today's competitive market environment it does not suffice to provide high quality products and services. A company that intends to develop a sustainable position on the market must ensure that CSR actions are being taken.

As a consequence, our company intends to make a difference in the eating style of people. Therefore, the company organizes seminars on this subject. People are invited to attend to these seminars held by authorities in the field that explain people the importance of a healthy eating style and the benefits of organic foods.

Also, the company is interested in the welfare of children. In order to support this category, the company collaborates with other companies for building playgrounds where children can play and enjoy sports together.

Given the fact that our company is a rather small and new one on the market, our CSR possibilities are limited. But the company's involvement in social actions will develop in accordance with the development of the financial power of the company.

Company Ethical Analysis

The company's ethical conduct cannot be contested. Although it would be easier to deliver regular food, which appeals more to most people rather than organic foods, our company prefers to invest considerable more effort into delivering not just organic foods, but a healthy lifestyle. This is the main strength of the company.

Although some people contest such foods because of their higher price in comparison with regular food, one must take into consideration the fact that the raw materials, the supplies for these products are more difficult to obtain, and they cost more. This is obviously reflected in the price of the products.

In my opinion, the distorted perception of some people is a weakness that must be solved through PR campaigns.

Company's moral philosophy and ethical principles

One of the most important ethical principles expressed by the company refers to reciprocity. This can be observed in the company's corporate social responsibility actions. As mentioned above, each company must give something back to the community that supports that company. In our case, besides the help mentioned above, our company aims at changing people's eating style. This will have significant benefits on their health and in other aspects of their lives.

Plan for Implementing Change

There are little things that should be changed within this company. However, there is still room for improvement. For example, the company should focus more on children and teenagers as future potential customers. Brand awareness must be increased where these categories are concerned. It may be easier to change the eating habits of children, who are not yet very much attached to an unhealthy lifestyle.

However, I would like to see more implication in the life of the community. The company should have a division that manages this aspect only. This will show that our company is serious and determined to directly contribute to the welfare of its customers.

Also, the company should take care of the values, morals, and ethical conduct on individual level. This refers to the company's employees. In other words, the company must develop a HR strategy that is able to attract, to select, and to retain the employees that are the most suitable for the company, with its vision, mission, strategy, goals, and objectives. The company's HR responsible must ensure that the employees understand these aspects and are determined to work in accordance with them.

Reference list:

1. Smith, J. (2003). The Shareholders vs. Stakeholders Debate. MIT Sloan Management Review. Business Ethics and Public Policy, Leadership and Organizational Studies. Retrieved April 26, 2010 from http://sloanreview.mit.edu/the-magazine/articles/2003/summer/44411/the-shareholders-vs.-stakeholders-debate/.

2. Phillips, R. (2004). Some key questions about stakeholder theory. IVEY Business Journal. Retrieved April 26, 2010 from http://www.iveybusinessjournal.com/view_article.asp?intArticle_ID=471.

3. Deal and Kennedy's Cultural Model (2010). MindTools. Retrieved April 26, 2010 from http://www.mindtools.com/pages/article/newSTR_86.htm.

4. Cooke, R.A. & Szumal, J.L. (2000). Using the Organizational Culture Inventory to Understand the Operating Cultures of organizations. Handbook of Organizational Culture and Climate. Retrieved April 26, 2010 from http://books.google.ro/books?id=AUt1i9ZEa48C&pg=PA147&lpg=PA147&dq=robert+a+cooke+organizational+culture&source=bl&ots=ZRyk-MTlUj&sig=R9niqrhTVi1q-VNdWnvL-fB9lAg&hl=ro&ei=FcXVS93VJ8-ZOIy8vJ4O&sa=X&oi=book_result&ct=result&resnum=4&ved=0CDAQ6AEwAw#v=onepage&q=robert%20a%20cooke%20organizational%20culture&f=false.

5. Schein, E.H. (2004). Organizational Culture and Leadership. Jossey-Bass. Retrieved April 26, 2010 from http://books.google.ro/books?id=xhmezDokfnYC&printsec=frontcover&dq=organizational+culture&source=bl&ots=m4LS5Jg4qM&sig=otvw1PGH2GqihVX3BS56KeMlJkw&hl=ro&ei=isbVS9_tJsWtOMegzYQO&sa=X&oi=book_result&ct=result&resnum=4&ved=0CDQQ6AEwAw#v=onepage&q&f=false.

6. Martin, J. (2002). Organizational Culture: Mapping the Terrain. Sage Publications, Inc. Retrieved April 26, 2010 from http://books.google.ro/books?id=GVS-zVUa6KAC&printsec=frontcover&dq=organizational+culture&source=bl&ots=jPIMiKdtiL&sig=ZUWvDNIlhcf2-is80UDGQRhafZk&hl=ro&ei=isbVS9_tJsWtOMegzYQO&sa=X&oi=book_result&ct=result&resnum=7&ved=0CEAQ6AEwBg#v=onepage&q&f=false.