Ethics in the work

The task of developing clear principles, norms, cultures, and codes of conduct that may direct the behavior of all stakeholders falls on organizational leaders. Realization, interpretation, and creation of reality are necessary for ethical leadership. To become an ethical leader, one must assist, direct, and persuade staff members to carry out their responsibilities and tasks in a way that is morally just (Gnazzo, 2011). The moral leader must uphold the universal norms that define moral conduct, and this requires displaying proper behavior in one’s interactions with others and own acts.

Characteristics of Ethical Leadership A leader’s actions inside an organization have a direct impact on how well decent performance. Therefore, the ethical leading must possess the following instructions. Firstly, he/she should be a self-controlled person who focuses on the consequences of employees’ failure to observe and comply to the accepted professional and moral conducts (Mihelic, Lipicnik, & Tekavcic, 2010). Secondly, one should be humble and not self-serving, or arrogant. Being humble is a character’s trait that enables the leader to set a good example to the followers, hence embedding the attitude to the organizational culture. Moreover, ethical leadership requires a person to balance both short and long-term goals for the greater benefit of the stakeholders’ interest rather than promoting self-interest, hence fostering team building. Ethical leaders should be honest and straight-forward and have to avoid deception since it leads to a workplace culture that is morally unethical. Trustworthy, honesty, and integrity are important characteristics because they lead to the creation of a trust-based relationship between the management and employees. Integrity is a crucial trait that an ethical leader should demonstrate.

Striving for fairness, justice, and respect among members can help the leader to value personal considerations and be generous to all people (Mihelic et al., 2010). Another essential characteristic of ethical leadership is the willing to take responsibilities rather than shifting blames to other colleagues. Hence encouraging follower development and overcome diminishment of their dignity. Also, a leader who observes moral behaviors always serves the others and stands for what are right for an organization workplace culture. Value-based ethical leadership compels one to follow the pattern of the basic human values. Demonstrating a strong pride, being patient to the internal and external obstacles which slow down the implementation of strategies, exercises prudence and fortitude, persistence in striving for goals and perspective in concluding what is important to a given situation.

Ethical Leader and Follower Relationship

Moral leaders act as the role models of the followers by demonstrating the set behavioral boundaries of a given organization. The relationship tends to be symbiotic which means that all the parties understand and comprehend the interdependence among them (Mihelic et al., 2010). The leaders have to make personal sacrifices for the followers to ensure that employees are willing to act in agreement with the accepted moral behaviors and codes of conduct. They enhance the desired workplace culture to newcomers through the socialization process whereby employees learn the values from leader’s actions and decisions they make. Strengthening of this relationship comes as a result of the drawbacks and benefits of doing what one perceives to be either right or wrong. If the managers take into consideration ethical responsibility, they are in a position to satisfy the followers’ needs and solve the problems being emerged from conflicts. If the leader wants to succeed in influencing the ethical behavior of a member, he/ she can use a two-way communication explaining the accepted standards of ethics and continuously evaluate the repercussions of real examples.

When a follower demonstrates an unethical behavior, the manager should punish such a person as a way of preventing the repetition within the workplace culture. It is a leader’s responsibility to build an ethical climate, therefore, facilitating open communication and shaping the moral values through good personal behaviors such credibility, integrity, and justice (Mihelic et al., 2010). The chief ethics officer and ethical training programs can set good examples to the followers who can be willing to raise concerns regarding the ethical issues and dilemma which exist among them.

Importance of Ethical Leader and Follower Relationship

Ethical leadership tends to promote the positive consequences in the workplace. Therefore, organizations which aim at fostering doing the right thing can have some benefits in the following ways. A positive leader-follower relationship improves the work engagement, thus enhancing productivity and performance of motivated employees (Gnazzo, 2011). It creates an environment of trust where every person focuses on portraying an ethical standard that is morally accepted and apprehend strategic priorities through frequent communication of organization goals. Moreover, the firm can be able to foster critical evaluation of individual actions for the management to find better solutions for the conflicting interests. Hence, it shall be capable of becoming fruitful and competitive in the market since it is quite hard to separate competitiveness and ethics. Researchers argue that there is a strong indicative evidence why the organizations are observing and complying with the universally accepted codes of business ethics record. The matter is that the employees tend to put more effort in performing their duties and responsibilities when they are satisfied and motivated from the leaders’ personal actions regarding ethical behaviors.

Role of Chief Ethics Officer

The primary function of the Chief Ethics Officer is to perceive, interpret, and create reality regarding the ethical standards that both the leader and follower should adhere to as a way of enhancing a workplace culture that improves the employee engagement. He/she plays the responsibility of ensuring that all stakeholders understand the effects of one’s personal decisions and actions to other individuals (Oates & Dalmau, 2013). Moreover, the officer is responsible for the implementation of organizational rules and policies on moral behaviors to portray in the workplace. Also, since business ethics is an emerging concept, it is a perfect solution to the company to have a person who solely dedicates to managing compliance and ethical conduct in the organization (Gnazzo, 2011). Additionally, he/she has the task of protecting employees from retaliation, especially when they are using open communication as a medium to air their ethical concerns to the management.

The Chief Ethics Officer has the role of oversighting on whether an organization’s ability to obey and comply with the laws regarding ethical standards and codes of conduct is implemented. Besides, the Chief Ethics Officer explains to the employees and newcomers what is expected from them and how to follow organizational policies, rules, and business ethics (Oates & Dalmau, 2013). Further, there is need to prevent all kinds of fraud in order to guarantee the public and employee confidence due to integrity, honesty, and accountability of every activity performed by each person. Lastly, the Chief Ethics Officer has the role of preserving cultural values within the workplace to foster team building as the management, and followers shall focus on doing the right thing that benefits all people.

References

Gnazzo, P. J. (2011). The chief ethics and compliance officer: A test of endurance. Business & Society Review, 116(4), 533–553.

Mihelic, K. K., Lipicnik, B., & Tekavcic, M., (2010). Ethical leadership. International Journal of Management and Information Systems, 14(5), 31-41.

Oates, V., & Dalmau, T. (2013). Instilling ethical leadership. Accountancy SA, 13(1), 38-41.