NorthEastern Ethical Leadership Class Experiences & Teacher Behaviors

Description

Hi,

Please Finish the Part XI on page 6 on syllabus(Final Reflection Paper) based on my final team paper and your own opinions. I uploaded my team final paper for you.

X. Team Project

Determine as a team a particular topic or area of professional ethics that is of interest to you.
Alternatively, you can focus on a particular case study of ethics and an organization, or
ethics as they relate to a particular leader. In the project, be sure to integrate how different
ethical theories and moral values would help provide various lenses to address the issue.

Ultimately, please be prepared to define what the proper course of action should be as it
relates to your topic. In the past, students have addressed issues such as Whistleblowing,
Financial Practices, Codes of Conduct, etc. You have latitude to define this area. We will
work together to define and refine the proposal and the work in general.

Employing numerous examples, the team is required to bring your paper to life through
work-world illustrations. The final deliverable is one team-generated document of 8-10
pages. Each team will present its work on the final session on class.

XI. Final Reflection Paper (Individual)

You are encouraged to incorporate the following suggestion in your paper. Do not feel
limited to this suggestion, but try to address it in some manner.

Reflective Journal Framework

1. What I have
experienced in
class (readings,
class discussions
and online
discussions in
BlackBoard, as
well as team
experiences

2. What I think
and feel about the
readings,
discussions, etc.

3. What I
learned from
the readings
class
discussion,
etc.

4. How I can

use this
learning in the
future

6

Note: Each Final Reflective Paper is to include a section on “Asking the Right Questions.”
Asking the right questions is the key to being a moral professional – not simply seeking to
find “the right” answers; therefore:

What are the 5-10 key questions moral professionals should ask of themselves, of others,
and about their environments? (This section is part of your Final Reflective Paper.)

Reflective paper length: 6-10 pages

Ethical Leadership
LDR 6135
CRN#: 20210
Winter 2019
Instructor: Robert V. McGrath, MBA, Ph.D.
Email: r.mcgrath@northeastern.edu
Office Hours: Before and After Class, by Appointment, Email, Text, and Phone
Location: TBD
Phone/Text: 978-729-3005
Course Delivery: Blended
Times: Wednesdays/5:50 PM to 8 PM
I. Course Description
Students will examine the various ethical and moral issues arising in contemporary
organizational activities that affect individuals, groups, and society. Philosophical theories
of ethics will be discussed in the context of contemplating and acting upon moral challenges
and issues. Moral values will be applied through case analysis and facilitated class
discussions, at the individual and group levels. In this course, we will create a flexible and
applicable template to approaching and resolving ethical dilemmas. Students will be asked
to be reflective practitioners in fostering an ethical lens on the world of organizational
dynamics and personal action. This course treats ethics in the context of leadership
decision-making, recognizing the importance of making sound ethical judgments in a
complex world.
Course Overview:
The first question to address in this course, is what is “ethics” and what is “morality”? One
key distinction is that morality focuses more on social norms and institutional conventions
of the immediate culture and society. Ethics, on the other hand, is more universalistic with
deeper philosophical roots and more transcendent impact on thought and behavior. Ethics is
an examination of various sets of values that people hold. Ethics examines individuals, their
dilemmas, decisions and behaviors broadly over situation, society and culture.
Ethical leadership is on one hand highly personal – the development of moral beliefs is built
from family upbringing, religion, and defining moments that emerge from a person’s own
choices in life. On the other hand, ethics are largely affected by social influences arising
from societal codes and norms. To be an ethical leader is to draw from one’s own set of
moral beliefs, recognizing the social context of these beliefs, and at the same time
appreciating and embracing the reality that each person brings to the present moment a
uniquely constructed set of moral assumptions and values.
Ethics is a branch of philosophy known as moral philosophy. Any philosophy attempts to
answer basic questions about essential matters of human life and experience. Ethics is also
fundamentally practical, in other words, we consider ethics to be a matter of application and
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practice. Integrating the philosophy of ethics, the concepts and topics of ethics, with the
complicated and risky decisions that have real consequences on others, and the ongoing
development of ourselves as moral agents, are central to this course.
II. Course Learning Outcomes
By the completion of the course, students will have the opportunity to:
 To define ethical leadership;
 To apply the major philosophical theories of ethics and morality;
 To develop insight into the assumptions that underlie ethical decisions;
 To generate an understanding of the ethical dimension of organizational situations
and dilemmas, as well as decisions and behaviors;
 To reflect on one’s own moral values;
 To demonstrate progress in narrowing the gap between your espoused theories of
ethics and your actual practice as an ethical leader;
 To reflect on one’s own experiences in organizational life that have posed ethical
dilemmas;
 To integrate analytical and critical thinking with action in real time;
 To create a personal model of ethical leadership and decision making.
III. Participation/In-Class Discussion
The objective of class discussion is to draw students into discussion on the course materials and their
own experiences. Linking theory and practice is a core aspect of this and your other courses.
Critical thinking and critical analysis is reflected by going beyond the surface level of analysis, but
instead, probing deeper to discover why we see what we see. Participation in discussion board
activity will be evaluated through the rubrics of PREPARATION, ACTIVE INVOLVEMENT, and
PROFESSIONAL BEHAVIOR:
 Preparation
o
read the chapters in advance and make notes
o
link theory to actual experience or cases you have examined
o
think about real-life examples illustrating the concepts of the class
 Active involvement
o
provide constructive feedback to the class material (ask questions, share
your ideas and additional perspective about a topic or issue, be interested and
open to different points of views and ideas)
o
demonstrate proactive positions toward individual and group activities and
class discussions
 Professional behavior
o
Express positive attitudes and acceptance of other members of the class
and their ideas
o
Respect the instructor and other students through considering other’s
viewpoints but feel free to disagree or provide an alternative position. It is
possible to agree to disagree, or disagree without being disagreeable,
sarcastic, condescending, or hostile.
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IV. Teaching and Learning Strategies
This course will be taught using a highly participatory format requiring significant effort
and energies spent on discussing, observing, and analyzing course material. This is not a
lecture course in which you passively absorb material and recite it on an examination, nor
does the professor serve as “expert.” My role is to create the environment and the
conditions for you to explore ethical assumptions and actions faced by leaders (including
yourself). The course experience provides the potential for learning and my objective is to
facilitate, along with your learning team, your learning process.
The following are the teaching methods we will use:
1. Readings
For most of our class sessions, book chapters, supplemental readings, and cases will be
assigned. Giving the participative nature of this course, it is imperative that you read the
material closely before you engage in our discussions of ethics and social responsibility so
that you can engage knowledgeably with your peers.
2. Participation/Discussion
Each week you will be asked to participate in discussions. These exchanges provide you
with an opportunity to interact with and learn from your peers. Therefore, every student is
expected to contribute to the learning of others in class.
While class attendance is deemed critical for success in this course, mere attendance does
not constitute high quality participation that will enhance your own learning as well as that
of the others in class. Effective participation that fosters your own learning and your peers’
requires preparation and a willingness to engage in a vigorous discussion of ethics and
leadership. As instructor and facilitator, I will do my best to distribute airtime evenly, but if
you have an important comment to make and have not been given a chance, feel free to get
your contribution into the discussion. Feel free to notify me of your interest in contributing
to the discussion.
Your participation will be evaluated using the following criteria:
1. Quality – Contributions that raise interesting questions that go beyond a simple
restatement of the facts taken from a reading; that are accurate, i.e. the course
concepts are described correctly; that are analytical and insightful, rather than
generic and unsubstantiated, and; that are grounded in theory and/or experience.
2. Quantity – The frequency of your comments. Being active and providing insights,
while at the same time recognizing that often “less is more:” that your contributions
are clear and concise, rather than obscure and rambling.
3. Process: How constructively your comments fit in the development of the discussion;
extend the discussion meaningfully and further our understanding of the issues being
explored; and are constructive and show respect for the others involved in the discussion
as well as the learning environment in general.
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3. Learning Teams
Each student will become part of a four-person Learning Team that will have the following
objectives:
1. To support and challenge you in a safe environment in all aspects of this course:
readings, discussions, projects, etc.
2. To provide the opportunity for a truly collaborative environment of learning from each
other.
3. To help to understand the core concepts of the course and how they apply in practice.
4. To provide an environment for the case studies examined in ethical analysis.
5. To collaborate on a team project.
The instructor will provide the teams with facilitation support. This will include observing
the teams during the learning team meetings and providing feedback both to individual
members and to the team as a whole on its interpersonal processes. The facilitator is not the
team’s leader. Rather, the facilitator, through process consultation, will seek to ensure that
the members of the team maintain ownership of their own agenda and increase their
capacity for reflection on the consequences of their own actions. Team members will
choose how they wish to share the team leadership to produce the most value from the
experience. The instructor will provide suggestions during each class for agenda topics and
process deliberations that will serve to advance the development of the team toward a highly
functional state by the end of the term.
V. Required Textbook
Brincat, C., and Wike, V. (2000). Morality and the Professional Life. Upper Saddle River:
Prentice Hall. ISBN: 0-13-915729.
Note: Supplemental Readings and Resources will be posted on BlackBoard.
VI. Course Methodology
Each week, you will be expected to:
1. Review course syllabus and the week’s learning objectives;
2. Complete all assigned readings;
3. Participate in the Discussion Board, if applicable, and;
4. Complete and submit all assignments by the due dates.
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VII: Discussion Board
As this course is a blended delivery, there is a required Discussion Board component
through Blackboard. As indicated on the syllabus, in response to the posted Discussion
Questions, you are required to post one primary and one response post.
The Primary Post is due by midnight on Saturdays, and;
The Response Post is due by Tuesdays at midnight.
Timing is important and no exceptions will be made.
Your posts should be direct and succinct: approximately four 200-300 characters per post.
Please see the course schedule for specific due dates.
See Addendum: Writing Quality Rubric
All work other than the Discussion Board and all other written assignments must follow
either APA or MLA format. Here is a reliable guide on the following format:
https://owl.english.purdue.edu/owl/section/2/10/
VIII. Grading
Individual Attendance and Participation
Team Project
(Written 25%/ Oral 15%)
Personal Reflection on Ethical Leadership
30%
40%
30%
Grading Structure:
Letter Grade
A
AB+
B
BC+
C
CF
Low
94
90
87
84
80
76
73
70
0
High
100
93
89
86
83
79
75
72
69
Late Assignment Submission Policy: For each day an assignment is late, there will be a
10% reduction in the grade for that assignment. At the instructor’s discretion, with prior
approval, an exception may be made granted for significant extenuation circumstances.
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Be sure to include your name on all your work. Important: Proof-reading is required
(not just spell-check).
Please see the College of Professional Studies website for a complete listing of all resources
available to students to support students and enhance their academic experience.
IX. Guidelines on Assignments
Times New Roman 12 Font
Double Spaced
Pages Numbers
Proofread
APA or MLA formatted
X. Team Project
Determine as a team a particular topic or area of professional ethics that is of interest to you.
Alternatively, you can focus on a particular case study of ethics and an organization, or
ethics as they relate to a particular leader. In the project, be sure to integrate how different
ethical theories and moral values would help provide various lenses to address the issue.
Ultimately, please be prepared to define what the proper course of action should be as it
relates to your topic. In the past, students have addressed issues such as Whistleblowing,
Financial Practices, Codes of Conduct, etc. You have latitude to define this area. We will
work together to define and refine the proposal and the work in general.
Employing numerous examples, the team is required to bring your paper to life through
work-world illustrations. The final deliverable is one team-generated document of 8-10
pages. Each team will present its work on the final session on class.
XI. Final Reflection Paper (Individual)
You are encouraged to incorporate the following suggestion in your paper. Do not feel
limited to this suggestion, but try to address it in some manner.
Reflective Journal Framework
1. What I have
experienced in
class (readings,
class discussions
and online
discussions in
BlackBoard, as
well as team
experiences
2. What I think
and feel about the
readings,
discussions, etc.
3. What I
learned from
the readings
class
discussion,
etc.
4. How I can
use this
learning in the
future
6
Note: Each Final Reflective Paper is to include a section on “Asking the Right Questions.”
Asking the right questions is the key to being a moral professional – not simply seeking to
find “the right” answers; therefore:
What are the 5-10 key questions moral professionals should ask of themselves, of others,
and about their environments? (This section is part of your Final Reflective Paper.)
Reflective paper length: 6-10 pages
7
XI. Schedule
(subject to minor revision)
Date
Week 1
Wednesday, February
20th to Tuesday
February 26th
Week 2
Wednesday, February
27th to Tuesday March
5th
Readings
Chapters 1, 2
MPL, Chapter 1:
What Professions
and Professionals
Are
MPL, Chapter 2:
What Morality Is
MPL, Chapter 3:
What
Professional
Ethics Is
Class Activities
Introductions
Deliverables
Student Information
Sheets
Course Overview
Syllabus Review
Team Formation
Discussion Question
#1
p. 80 – 81
Discussion Board
Cases 1 and 3
See guidelines for
case analysis top of
page 80.
Team Project Time
Week 3
Wednesday, March 6th
to Tuesday, March 12th MPL, Chapter 5:
Moral Theories
Discussion Board
Case p. 114
Case 2, p. 134
Team Project Time
Team Project
proposal
(2 pages)
See guidelines at the
end of this
document
8
MPL, Chapter 6:
Week 4
Moral Analysis
and Case Solving
Wednesday, March
th
13 to Tuesday, March
MPL, Chapter 7:
19th
Integrity
Case p. 163. The
Unhappy Social
Worker
Interim Report of
Team Project
(3-4 pages)
Case #1: The Boss
who will Cover For
you
Discussion Board
Team Project Time
MPL, Chapter 8:
Respect for
Persons
Week 5
Wednesday, March
20th to Tuesday, March
MPL, Chapter 12:
26th
Responsibility
Cases 2 and 3,
pages 212-213
Discussion Board
Case 2 page 274
Team Project Time
Week 6
Wednesday, March
27th to Saturday
March, 30th
Team Projects Due
with Presentation
(8-10 pages, see
guidelines)
Personal Reflection
Papers
XII. Online Communication Policy
At the heart of online learning is the commitment that the instructor and students make to
full engagement to the teaching and learning process. Online communication is as
important as that in class. Studies show that at least 80% of communication is nonverbal.
With our format, there is limited in-class communication. Thus, in the written work the
words take on greater importance. Online is a place to engage actively – not just on the
subject matter, but how we leverage technology in an interactive way to present ourselves as
“real people, in a real course, in a real learning environment.”
XIII. Academic Honesty and Integrity Statement
The University views academic dishonesty as one of the most serious offenses that a student
can commit while in college and imposes appropriate punitive sanctions on violators. Here
are some examples of academic dishonesty. While this is not an all-inclusive list, we hope
this will help you to understand some of the things instructors look for. The following is
excerpted from the University’s policy on academic honesty and integrity; the complete
policy is available at www.neu.edu/cps.
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Cheating – intentionally using or attempting to use unauthorized materials, information
or study aids in an academic exercise. This may include use of unauthorized aids (notes,
texts) or copying from another student’s exam, paper, computer disk, etc.
Fabrication – intentional and unauthorized falsification, misrepresentation, or invention
of any data, or citation in an academic exercise. Examples may include making up data
for a research paper, altering the results of a lab experiment or survey, listing a citation
for a source not used, or stating an opinion as a scientifically proven fact.
Plagiarism – intentionally representing the words or ideas of another as one’s own in
any academic exercise without providing proper documentation by source by way of a
footnote, endnote or intertextual note.
Unauthorized collaboration – Students, each claiming sole authorship, submit separate
reports, which are substantially similar to one another. While several students may have
the same source material, the analysis, interpretation and reporting of the data must be
each individual’s.
Participation in academically dishonest activities – Examples include stealing an exam,
using a pre-written paper through mail order or other services, selling, loaning or
otherwise distributing materials for the purpose of cheating, plagiarism, or other
academically dishonest acts; alternation, theft, forgery, or destruction of the academic
work of others.
Facilitating academic dishonesty – Examples may include inaccurately listing someone
as co-author of paper who did not contribute, sharing a take home exam, taking an exam
or writing a paper for another student.
XIV. Northeastern Online Policies and Procedures
For comprehensive information please go to www.neu.edu/cps
XV. Northeastern Online Copyright Statement
Northeastern Online is a registered trademark of Northeastern University.
All other brand and product names are trademarks or registered trademarks of their
respective companies.
This course material is copyrighted and all rights are reserved by Northeastern Online. No
part of this publication may be reproduced, transmitted, transcribed, stored in a retrieval
system, or translated into any language or computer language, in any form or by any means,
electronic, mechanical, magnetic, optical, chemical, manual, or otherwise, without the
express prior written permission of Northeastern Online, 2019.
Addendum:
Writing Quality Rubric
I.
Grammar, Mechanics, Usage
10
Scoring Level
High level of
Proficiency
Grading:
A to A-
Moderate
Proficiency –
Grading:
B+, B, or B-
Minimal
Proficiency
Grading:
C+, C, or C-
Clarity and
Coherence
While there may be minor errors, the paper Sentences are
follows normal conventions of spelling and structured and words
grammar throughout and has been
are chosen to
carefully proofread. Appropriate
communicate ideas
conventions for style and format are used
clearly.
consistently throughout the writing sample.
Sequencing of ideas
Demonstrates thoroughness and
within paragraphs and
competence in documenting sources; the
transitions between
reader would have little difficulty referring
paragraphs make the
back to cited sources.
writer’s points easy to
follow.
Frequent errors in spelling, grammar (such Sentence structure
as subject/verb agreements and tense),
and/or word choice
sentence structure and/or other writing
sometimes interfere
conventions distract the reader. Writing
with clarity.
does not consistently follow appropriate
Needs to improve
style and/or format.
sequencing of ideas
within paragraphs and
Source documentation is incomplete. It
transitions between
may be unclear which references are direct paragraphs to make the
quotes and which are paraphrased.
writing easy to follow.
Writing contains numerous errors in
spelling, grammar, and/or sentence
structure which interfere with
comprehension. Style and/or format are
inappropriate for the assignment.
Fails to demonstrate thoroughness and
competence in documentation.
Sentence structure,
word choice, lack of
transitions and/or
sequencing of ideas
make reading and
understanding difficult.
Team Project: Ethical Leadership
Northeastern University
College of Professional Studies
11
R. McGrath
Guidelines for Team Paper and Project
I. Researchable Question, Topic, or Case Study
II. Background/Overview including how your topic applies at the Individual,
Organizational, and Societal levels.
III. Apply 2-4 ethical theories, and 2-4 moral values.
IV. Provide examples (if applicable) or case studies (2-4)
V. Recommendations/Conclusions, including a defense of your final
determination/conclusion.
Format
 8-10 pages
 Double spaced
 Times New Roman 12
 Uploaded to BlackBoard: One paper per team, uploaded by each team member
 A cover page with title, team members, course, instructor, and date
 A works cited page identifying 5-7 sources other than the text
Presentation
During the final session, each group will make a professional presentation of your work.
Each team will have 15 minutes to present followed by 5 minutes of Q and A. Business
Casual attire is expected.
Northeastern University, Copyright, 2019
12
Introduction
Ethical leadership is a form of leadership. In this kind of form, individuals act for
acceptable and appropriate common good in every area of their lives. Compare with the
other form of leadership, it expands farther than simply increasing production and profit
for an organization. It is more like a moral management, usually leader has to be an
example for the other employees. Applying ethics to leadership and management styles
involves considering ethics when making decisions and setting boundaries within an
organization as well as when developing ideas. It is tricky to just define the meaning of
ethical leadership. It seems to be kind of like art in that it is hard to define but we know it
when we see it. Or to be more precise, we know unethical leadership when we see it.
Ethics are values and morals that an individual or society considers desirable or
appropriate. In addition, morality is related to an individual’s virtue and its motivation.
The choice of leaders is also influenced by their moral development. Here are some
topics that we think are really important in the ethical leadership. We will discuss them
separately.
1.0 Lead by Example
When people are working as a leader at a team, every team member will focus on what
leaders are doing and what kind of working behaviors leaders are following. That is not the
team members are trying to ingratiate themselves with the leaders, but they hope to get
some hints from the leaders about the work. Therefore, as a leader, he or she has to set
herself or himself as an example and to lead by example. That is the meaning of lead by
example.
Lead by example can help the employees to integrate into the work environment faster
and easier. For instance, as a newcomer of an organization, this person may have no idea
about how to work at this new group and what kind of working and cooperation styles this
organization and team are following. At this time, if a leader could use his or her own
performance to show those details to this new member, he or she cannot only get the key
points of how to work but also can feel a strong affinity from the leader. Moreover, treating
others like the way you would like to be treated is the key of leading by example. It can
help the leaders to get the trust of their employees.
According to the article: 11 Remarkably Effective Ways to Lead by Example, the
author Peter (2016) mentioned that, if you could treat your employees as the way you hope
to be treated, you will gain the trust and confidence of your employees (Para 2). This is the

respect to the employees. Respect the employees is a kind of character to treat anybody in
the same way, without any discriminations or treat different people using different ways.
For instance, if someone who had respect for people will make others who contact with
this kind of people feel great. We can imagine that, if a leader could always be a do-ityourselfer, his or her followers will think that they have no difference with their leader. At
this time, the employees will get the sense that the organization has not treated them
different from their leader. This is the respect from the organizations and leaders.
Furthermore, leading by example can help the leaders to find out what kind of issues may
happen during the work when the lower level employees are working.
In the article: The Importance of Leading by Example, Ricky (2017) demonstrated that,
if a leader did not experience the work what he or she is leading, the group will degenerate
into a poor leadership condition and face the conflict in the future (Para 2). This is easy to
understand. If a leader had no idea about the details of the team and project he or she is
leading, as the time going, people in this group will see things differently because of no
directions. For example, Tom is an experienced leader who has strong abilities in leadership
skills. However, he always tries to assign the works employees without considering the
actual situations. In the short term of this situation, the employees will try to follow the
guides Tom gives to them. Nevertheless, people will find out that sometimes the order Tom
assigns to them are not useful under some specific periods. At this time, some people may
hold some different voice with others. This is a good exemplify of not using lead by
example. If Tom could combine the leadership skills and actual situations to assign the jobs,
this kind of situation would not happen during the teamwork.
Therefore, leading by example is really important for a leader to lead a team. It can
help the team members to integrate into the work easier, to get the right directions and
sense of respect during the work. These characters can help the employees to enhance the
work efficiency.
2.0 Loyalty to the organizations
In general, loyalty expresses that individuals have the fidelity and emotion to a specific
object. It shows itself by the action and thought, and employees could feel the
organization’s expectation that employees are best, then they will try their best to work
hard rather than find other jobs (Hoek, 2013). Employees loyalty is that employees relay
on the organization’s commitment, and the degree will increase by the employees’
satisfaction. If the employees’ satisfaction is over their desired results, the satisfaction will
be increased.
Why the loyalty to the organizations is important because employees are significant
resources for developing the organizations, especially organizations spend an amount of
time and cost to cultivate employees. In addition, organizations that provide a health
environment is extremely important to attract and keep their high-loyal team stay at the
organization because the health environment will be influenced themselves. Employee
loyalty subsequently developed into a general emotional attitude towards the organization.
On the other hand, the more satisfied an employee is with his work environment, the more
likely he is to have a sense of commitment to the entire organization. For the organizations,
employees’ loyalty decides the organization’s development and effectiveness, so it
increased will help the organizations fulfill so many goals and objects.
Recently, a TV series, all is Well, in which the story of one of the characters is very
consistent with the current title, loyalty to the organizations, and this is an example of what
we deserve to learn. Her name is Mingyu Su, and we call her, Su. Because of the family
factors, she was very early to earn money by herself. Once, when she distributed flyers to
promote English courses on the street, she met a group owner. She worked hard to sell the
product to him. The man analyzed the value of these products and told Su that these
products were useless to me. Then, Su thought about it and once again recommended a
product to the boss, herself. The boss appreciated her character and courage, and gave her
a chance to enter his business to work. Then, the boss has become her business teacher.
After many years, Su proved himself and became a professional manager of the company.
However, due to management conflicts, her teacher was seriously ill, resulting in high-level
executives inside the company wanting to compete for management of the company. At
this moment, she did not make any violation of the company, did not leave the company,
and she organized a part of the company’s middle managers to fight against them who
seized power, because she wanted to hold her teacher’s company until her teacher
recovered. A lot of people told her that she should leave the company as soon as possible,
however, she said that my teacher gave me everything. I must help him to hold the company
in the most difficult time of the company. This story tells me that employees’ loyalty is so
important factor to the organization that it may help the organization to survive. Therefore,
building the health environment let employees feel the organizations are their second home,
and employees feel warm in the big family, then they will pay more attention and work
effort hard to give the organization a good feedback.
3.0 Respect the employees
Respect others is an important thing for human being, it does not only play a critical
role in interpersonal relationships, but also significant for leaders in the workplace.
Especially for ethical leaders, respect the employees is an important trait. It is considerably
important to convey respect when leaders interacting with their subordinates. However, not
every leader can follow it.
Respect the employees not only can influence employees’ mental states, but also can
impact the organization’s development. According to a survey by Harvard Business
Review, 54 percent of respondents said they did not feel that regularly got respect from
their leaders, and the survey founded that lack of respect has huge consequences for
employees; compared with it, the respondents who get respect from the leaders shows that
56 percent better health and well-being, 89 percent greater enjoyment and satisfaction with
their jobs, 92 percent greater focus and prioritization, and a higher level of trust and safety
(“Why it is important”, 2014). Thus, it is easy to found that offering respect to employees
can make employees more likely to stick with the organization, and increase the employees’
engagement. In other words, respect can stimulate employees to work hard, and become
more efficient, which can bring organizations more benefits as well.
Making the Televerde as an example, which is a technology-focused business-tobusiness marketing firm staffed largely by inmates. Now, this company totally have 650
employees, and 425 of them are women inmates. In the Televerde, all inmates have their
work, and the minimum wage for them is higher than most prison jobs. Every newcomer
in Televerde was welcomed as “Televerdians” and told them “As soon as you come through
that door, you are a coworker, not an inmate” (Rogers, 2018). Even society devalues
incarcerated women, but the Televerde believe that they are valued and deserve the chance
to be successful members of the business world. Moreover, the Televerde prefer to invest
in their employees, they provide lots of opportunities for those women’s professional
development, and the women even can apply for scholarships for higher education in
Televerde. Respect to employees’ sense of self is an important thing in Televerde, they told
employees that “wearing orange is not who you are”, so that employees in here saw
themselves less as inmates and more as professionals (Rogers, 2018). In Televerde, every
employee can patriciate in the one-on-one feedback sessions, during the session, their
accomplishments can be recognized, they can provide their suggestions, and get reasonable
feedback. According to the Televerde’s highly respect to employees, those inmate
employees helped the company increase the profitability, and the compound annual growth
rate of 8.5 percent over the past decade.
For an ethical leader, respect employees including respect all members of the team by
listening to them attentively, valuing their contributions, being compassionate, and being
generous while considering opposing viewpoints (“10 Ethical Leadership”, n.d.). Respect
the employees can bring lots of positive influences on an organization, such as increasing
the job satisfaction, enhancing the employee engagement, and building a good relationship
between leaders and subordinates, so that the organization can be more efficient and
productive, which is important for an organization’s development. If employees cannot feel
respected, it may lead to more conflicts and misunderstandings.
Analysis
There are several applications for all three parts during our working career and life
experience. For lead by examples, first of all we need to do the work and know our trade.
We do not need to be the most advanced and the most hardworking one in the team, but we
need to let other employees know that we are trying our best during the work. We also have
to let the team do their things; it is also related to our third topic “respect the employees”.
Every employee may have some great ideas during their working experience. One sign of
good leadership is knowing that we don’t know everything. Listen and get feedback from
our team regularly. For our second topic “loyalty to the organizations”, here we found some
signs show that an employee is loyal. 1. They tell you what least you want to hear:
Remarkably loyal employees know that you most need to hear what you least want to hear:
that your ideas may not work, that your point of view is off, that you made a mistake.
They’ll tell you because they know that though you may not care much for what you hear,
you care tremendously about doing what is best for your company and your employees. 2.
They never criticized you in front of others: They don’t gossip, they don’t snipe, they don’t
talk behind your back–they give you the respect, even when you’re not around, that they
expect to receive. 3. They disagreed in private and 4. They totally agreed with you in public:
It means they respect you in public but what to make you better in private. So, the analysis
above showed us the applications in our life and working career. I believe there are more
examples for the behaviors in the ethical leadership.
To conclude, from the examples and analysis above we know that ethical leadership is
different with other leadership form and it is more concern on our moral and selfmanagement. Many leaders fail on their ethical because they are ignoring boundaries such
as organizational values or industry codes and lack of self-control. As a successful leader
in an organization, we need to control ourselves at first and lead other employees by
example, inspired them to be better. That is also the thing we should learn in our future
working career.
References
Employees Loyalty and the Organization. (2015). Retrieved from

Employees Loyalty and the Organization


Hoek, J., (2013). What is employee loyalty? Retrieved from
https://www.effectory.com/knowledge/themes/what-is-employee-loyalty
Peter, E., (2016). 11 Remarkably Effective Ways to Lead by Example. Retrieved from:
https://www.inc.com/peter-economy/11-surprisingly-effective-ways-to-lead-byexample.html
Ricky, B., (2017). The Importance of Leading by Example. Retrieved from:
https://www.linkedin.com/pulse/importance-leading-example-chris-newton-rickybonilla
Rogers, K. (2018, June 21). Do Your Employees Feel Respected? Retrieved from
https://hbr.org/2018/07/do-your-employees-feel-respected
Why It’s Important for Bosses to Respect Their Employees. (2014, November 19).
Retrieved from https://www.inc.com/rebecca-borison/why-its-important-for-bosses-
to-respect-their-employees.html
10 Ethical Leadership Characteristics, Attributes & Traits. (n.d.). Retrieved from

10 Ethical Leadership Characteristics


Introduction
Ethical leadership is a form of leadership. In this kind of form, individuals act for
acceptable and appropriate common good in every area of their lives. Compare with the
other form of leadership, it expands farther than simply increasing production and profit
for an organization. It is more like a moral management, usually leader has to be an
example for the other employees. Applying ethics to leadership and management styles
involves considering ethics when making decisions and setting boundaries within an
organization as well as when developing ideas. It is tricky to just define the meaning of
ethical leadership. It seems to be kind of like art in that it is hard to define but we know it
when we see it. Or to be more precise, we know unethical leadership when we see it.
Ethics are values and morals that an individual or society considers desirable or
appropriate. In addition, morality is related to an individual’s virtue and its motivation.
The choice of leaders is also influenced by their moral development. Here are some
topics that we think are really important in the ethical leadership. We will discuss them
separately.
1.0 Lead by Example
When people are working as a leader at a team, every team member will focus on what
leaders are doing and what kind of working behaviors leaders are following. That is not the
team members are trying to ingratiate themselves with the leaders, but they hope to get
some hints from the leaders about the work. Therefore, as a leader, he or she has to set
herself or himself as an example and to lead by example. That is the meaning of lead by
example.
Lead by example can help the employees to integrate into the work environment faster
and easier. For instance, as a newcomer of an organization, this person may have no idea
about how to work at this new group and what kind of working and cooperation styles this
organization and team are following. At this time, if a leader could use his or her own
performance to show those details to this new member, he or she cannot only get the key
points of how to work but also can feel a strong affinity from the leader. Moreover, treating
others like the way you would like to be treated is the key of leading by example. It can
help the leaders to get the trust of their employees.
According to the article: 11 Remarkably Effective Ways to Lead by Example, the
author Peter (2016) mentioned that, if you could treat your employees as the way you hope
to be treated, you will gain the trust and confidence of your employees (Para 2). This is the
respect to the employees. Respect the employees is a kind of character to treat anybody in
the same way, without any discriminations or treat different people using different ways.
For instance, if someone who had respect for people will make others who contact with
this kind of people feel great. We can imagine that, if a leader could always be a do-ityourselfer, his or her followers will think that they have no difference with their leader. At
this time, the employees will get the sense that the organization has not treated them
different from their leader. This is the respect from the organizations and leaders.
Furthermore, leading by example can help the leaders to find out what kind of issues may
happen during the work when the lower level employees are working.
In the article: The Importance of Leading by Example, Ricky (2017) demonstrated that,
if a leader did not experience the work what he or she is leading, the group will degenerate
into a poor leadership condition and face the conflict in the future (Para 2). This is easy to
understand. If a leader had no idea about the details of the team and project he or she is
leading, as the time going, people in this group will see things differently because of no
directions. For example, Tom is an experienced leader who has strong abilities in leadership
skills. However, he always tries to assign the works employees without considering the
actual situations. In the short term of this situation, the employees will try to follow the
guides Tom gives to them. Nevertheless, people will find out that sometimes the order Tom
assigns to them are not useful under some specific periods. At this time, some people may
hold some different voice with others. This is a good exemplify of not using lead by
example. If Tom could combine the leadership skills and actual situations to assign the jobs,
this kind of situation would not happen during the teamwork.
Therefore, leading by example is really important for a leader to lead a team. It can
help the team members to integrate into the work easier, to get the right directions and
sense of respect during the work. These characters can help the employees to enhance the
work efficiency.
2.0 Loyalty to the organizations
In general, loyalty expresses that individuals have the fidelity and emotion to a specific
object. It shows itself by the action and thought, and employees could feel the
organization’s expectation that employees are best, then they will try their best to work
hard rather than find other jobs (Hoek, 2013). Employees loyalty is that employees relay
on the organization’s commitment, and the degree will increase by the employees’
satisfaction. If the employees’ satisfaction is over their desired results, the satisfaction will
be increased.
Why the loyalty to the organizations is important because employees are significant
resources for developing the organizations, especially organizations spend an amount of
time and cost to cultivate employees. In addition, organizations that provide a health
environment is extremely important to attract and keep their high-loyal team stay at the
organization because the health environment will be influenced themselves. Employee
loyalty subsequently developed into a general emotional attitude towards the organization.
On the other hand, the more satisfied an employee is with his work environment, the more
likely he is to have a sense of commitment to the entire organization. For the organizations,
employees’ loyalty decides the organization’s development and effectiveness, so it
increased will help the organizations fulfill so many goals and objects.
Recently, a TV series, all is Well, in which the story of one of the characters is very
consistent with the current title, loyalty to the organizations, and this is an example of what
we deserve to learn. Her name is Mingyu Su, and we call her, Su. Because of the family
factors, she was very early to earn money by herself. Once, when she distributed flyers to
promote English courses on the street, she met a group owner. She worked hard to sell the
product to him. The man analyzed the value of these products and told Su that these
products were useless to me. Then, Su thought about it and once again recommended a
product to the boss, herself. The boss appreciated her character and courage, and gave her
a chance to enter his business to work. Then, the boss has become her business teacher.
After many years, Su proved himself and became a professional manager of the company.
However, due to management conflicts, her teacher was seriously ill, resulting in high-level
executives inside the company wanting to compete for management of the company. At
this moment, she did not make any violation of the company, did not leave the company,
and she organized a part of the company’s middle managers to fight against them who
seized power, because she wanted to hold her teacher’s company until her teacher
recovered. A lot of people told her that she should leave the company as soon as possible,
however, she said that my teacher gave me everything. I must help him to hold the company
in the most difficult time of the company. This story tells me that employees’ loyalty is so
important factor to the organization that it may help the organization to survive. Therefore,
building the health environment let employees feel the organizations are their second home,
and employees feel warm in the big family, then they will pay more attention and work
effort hard to give the organization a good feedback.
3.0 Respect the employees
Respect others is an important thing for human being, it does not only play a critical
role in interpersonal relationships, but also significant for leaders in the workplace.
Especially for ethical leaders, respect the employees is an important trait. It is considerably
important to convey respect when leaders interacting with their subordinates. However, not
every leader can follow it.
Respect the employees not only can influence employees’ mental states, but also can
impact the organization’s development. According to a survey by Harvard Business
Review, 54 percent of respondents said they did not feel that regularly got respect from
their leaders, and the survey founded that lack of respect has huge consequences for
employees; compared with it, the respondents who get respect from the leaders shows that
56 percent better health and well-being, 89 percent greater enjoyment and satisfaction with
their jobs, 92 percent greater focus and prioritization, and a higher level of trust and safety
(“Why it is important”, 2014). Thus, it is easy to found that offering respect to employees
can make employees more likely to stick with the organization, and increase the employees’
engagement. In other words, respect can stimulate employees to work hard, and become
more efficient, which can bring organizations more benefits as well.
Making the Televerde as an example, which is a technology-focused business-tobusiness marketing firm staffed largely by inmates. Now, this company totally have 650
employees, and 425 of them are women inmates. In the Televerde, all inmates have their
work, and the minimum wage for them is higher than most prison jobs. Every newcomer
in Televerde was welcomed as “Televerdians” and told them “As soon as you come through
that door, you are a coworker, not an inmate” (Rogers, 2018). Even society devalues
incarcerated women, but the Televerde believe that they are valued and deserve the chance
to be successful members of the business world. Moreover, the Televerde prefer to invest
in their employees, they provide lots of opportunities for those women’s professional
development, and the women even can apply for scholarships for higher education in
Televerde. Respect to employees’ sense of self is an important thing in Televerde, they told
employees that “wearing orange is not who you are”, so that employees in here saw
themselves less as inmates and more as professionals (Rogers, 2018). In Televerde, every
employee can patriciate in the one-on-one feedback sessions, during the session, their
accomplishments can be recognized, they can provide their suggestions, and get reasonable
feedback. According to the Televerde’s highly respect to employees, those inmate
employees helped the company increase the profitability, and the compound annual growth
rate of 8.5 percent over the past decade.
For an ethical leader, respect employees including respect all members of the team by
listening to them attentively, valuing their contributions, being compassionate, and being
generous while considering opposing viewpoints (“10 Ethical Leadership”, n.d.). Respect
the employees can bring lots of positive influences on an organization, such as increasing
the job satisfaction, enhancing the employee engagement, and building a good relationship
between leaders and subordinates, so that the organization can be more efficient and
productive, which is important for an organization’s development. If employees cannot feel
respected, it may lead to more conflicts and misunderstandings.
Analysis
There are several applications for all three parts during our working career and life
experience. For lead by examples, first of all we need to do the work and know our trade.
We do not need to be the most advanced and the most hardworking one in the team, but we
need to let other employees know that we are trying our best during the work. We also have
to let the team do their things; it is also related to our third topic “respect the employees”.
Every employee may have some great ideas during their working experience. One sign of
good leadership is knowing that we don’t know everything. Listen and get feedback from
our team regularly. For our second topic “loyalty to the organizations”, here we found some
signs show that an employee is loyal. 1. They tell you what least you want to hear:
Remarkably loyal employees know that you most need to hear what you least want to hear:
that your ideas may not work, that your point of view is off, that you made a mistake.
They’ll tell you because they know that though you may not care much for what you hear,
you care tremendously about doing what is best for your company and your employees. 2.
They never criticized you in front of others: They don’t gossip, they don’t snipe, they don’t
talk behind your back–they give you the respect, even when you’re not around, that they
expect to receive. 3. They disagreed in private and 4. They totally agreed with you in public:
It means they respect you in public but what to make you better in private. So, the analysis
above showed us the applications in our life and working career. I believe there are more
examples for the behaviors in the ethical leadership.
To conclude, from the examples and analysis above we know that ethical leadership is
different with other leadership form and it is more concern on our moral and selfmanagement. Many leaders fail on their ethical because they are ignoring boundaries such
as organizational values or industry codes and lack of self-control. As a successful leader
in an organization, we need to control ourselves at first and lead other employees by
example, inspired them to be better. That is also the thing we should learn in our future
working career.
References
Employees Loyalty and the Organization. (2015). Retrieved from

Employees Loyalty and the Organization


Hoek, J., (2013). What is employee loyalty? Retrieved from
https://www.effectory.com/knowledge/themes/what-is-employee-loyalty
Peter, E., (2016). 11 Remarkably Effective Ways to Lead by Example. Retrieved from:
https://www.inc.com/peter-economy/11-surprisingly-effective-ways-to-lead-byexample.html
Ricky, B., (2017). The Importance of Leading by Example. Retrieved from:
https://www.linkedin.com/pulse/importance-leading-example-chris-newton-rickybonilla
Rogers, K. (2018, June 21). Do Your Employees Feel Respected? Retrieved from
https://hbr.org/2018/07/do-your-employees-feel-respected
Why It’s Important for Bosses to Respect Their Employees. (2014, November 19).
Retrieved from https://www.inc.com/rebecca-borison/why-its-important-for-bosses-
to-respect-their-employees.html
10 Ethical Leadership Characteristics, Attributes & Traits. (n.d.). Retrieved from

10 Ethical Leadership Characteristics

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