Unethical Leadership
Leadership is not an inherited gift or a family heritage. Becoming a leader is a deliberate and planned process of personal and professional development that must be carried out experientially. It requires one to have the courage to say both "yes" and "no' to an everlasting chain of large and small tests. In order to become a true leader, one must be prepared to define his/her values, character, and leadership style. The resilient, tough leaders make this process a way of life, not only in business, but within their families, communities, and the world (Chandler, 2009).
Leadership can be described as "a process of social influence through which an environment is provided where personal, professional, and/or organizational goals can be successfully achieved" (Bahreinian, Ahi & Soltani, 2012). In today's rapidly-growing and spirited industry, efficient management is the major cause of making an organization superior to the other. If truth be told, management is the synchronization of financial and human resources for reaching and attaining organizational goals in a way that is acknowledged by the social order (Bahreinian, Ahi & Soltani, 2012). If room can be made for people to communicate and act out their values, the organizations in today's era might be converted into places for people to discover the secret of becoming more sympathetic and, therefore, more fully human (Atkins & Parker, 2012).
The significance of leadership to encourage ethical conduct in organizations cannot be denied. It is the sole responsibility of the leader to set the tone for organizational targets and activities within the work environment. It is also the responsibility of an ethical leader to create an ethical climate in the place of work using social learning principles and dominant processes of decision-making headship (Shin, 2012). This is needed because an ethical climate helps in the improvement of worker confidence, staffing and maintenance. Not only this, it also helps in encouraging a more positive environment in the workplace that ultimately promotes originality, resourcefulness and novelty (Marks, ).
Without a doubt, leaders frequently enjoy a position whereby they can have power over many outcomes that have an effect on the human resources (e.g., policies, goal-setting, endorsements, appraisals etc.). What leaders portray, personally and professionally, communicates their values and aspirations and this conduct serves as the motivation for the workforce to act accordingly for achieving such rewards. Therefore, it is not unexpected, that employees depend on their leaders/managers for direction and assistance when faced with ethical matters or problems (Brown & Mitchell, 2010).
According to several researches, employees conventionally follow the ethical values of their leaders. Moreover, leaders who are supposed as morally positive have a great influence over fruitful employee work behavior. In other words, an ethical leader unenthusiastically influences counterproductive work behavior (Brown & Mitchell, 2010).
Behavioral Integrity (BI)
Behavioral integrity (BI) is the configuration sample between an actor's words and conduct as perceived by other people. Therefore, the workforce perceives that their leader's deeds and words are dependable and this helps in creating a desirable workplace where positive outcomes can be easily achieved. Thus, BI has a profound effect on the organizational dedication, citizenship behaviors, actions and intention to give up the job (Kannan-Narasimhan & Lawrence, 2012).
What is Ethical Leadership?
Managers possess a lawful authority over the workforce and also have power over significant organizational resources. This means that they are in an exceptional position to dole out impartiality and fairness. More prominently, they are mostly regarded as the core agents of the business. Thus, the ethical leadership of a manger is imperative in every way as he/she affects the behaviors of the human resources working under him/her. An ethical leader can be described as "a captain piloting a ship in the right direction" (Loi, Lam & Chan, 2012). The employees within organizations always seek ethical guidance from their leaders. The personal and professional conduct of a leader that he/she displays at the workplace should thus provide a model of normatively suitable performance (Loi, Lam & Chan, 2012).
As far as the personal conduct is concerned, an ethical leader is a person of high morals who acts in a rightful manner. he/she is fair, reasonable, truthful, sincere, dependable, upright, and righteous in management, concerned about employees, and concerned about resources rather than ends. On the other hand, as far as professional conduct is concerned, an ethical leader is an ethical and just manager who treats people in the approved manner. he/she put up unambiguous moral standards and expectations. Not only this, he/she proactively communicate these principled standards and expectation to his/her subjects. he/she makes use of rewards and discipline for encouraging the workforce to take on ethical...
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