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Importance of ethics in organizations
Importance of ethics in organizations
What are some of the qualities necessary to be a great leader essay
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Aaron Feuerstein
In this paper I will discuss Aaron Feuerstein, the third-generation president and CEO of Malden Mills Industries, Inc., who leads the Lawrence, Massachusetts business with his father’s and grandfather’s values: kindness, justice and charity. He does this through his charismatic leadership and vision, which binds his employees together into realizing and achieving the same goal. I will show exactly what makes him a leader in the modern business setting and explain why a leader’s vision is important in defining a true innovator, effective manager and charismatic leader.
Feuerstein and Malden Mills had a history of taking care of its employees. Workers’ salaries average $12.50 an hour compared with the textile industry’s average of $9.50. And in the 1950s, when other New England textile manufacturers fled to the South for cheaper labor, Malden Mills stayed. Although Feuerstein’s hands-on management style has always been admired by his employees, what set him apart as a true leader was a near disaster in the winter of 1996. While celebrating his 70th birthday, Feuerstein received word that his 130 year old family owned textile company in Lawrence, Massachusetts was burning to the ground. Three of its manufacturing factories that produce the popular high-end outdoor apparel knits, Polartec® and Polarfleece®, were reduced to charred metal and brick. While watching the fire, Feuerstein decided that he must come up with a plan to not only save his company from financial ruin, but decide the fate of over 3,100 employees that would soon be without a job. He chose to rebuild the plant in Lawrence. He also decided that if he was to continue providing a quality product to consumers, he would have to take care of the skilled laborers who made the product. Feuerstein kept more than 1,000 jobless employees at full pay and medical benefits for three months until the factories were up and running again.
What kept Feuerstein’s company at the top was his strong managing skills. A top management position requires motivation to achieve, but this motivation may be directed to achieving personal, rather than organization goals. Feuerstein believed the role to top management should be to “manage” and the most important resource they must manage is the people that work at all levels of an organization. Their role should not be "to rule", but "...
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.... Reduced to its essence, that means superior technology and superior employees. Reduced still further, as Aaron Feuerstein can tell you, it means superior employees.
Feuerstein has laid off people for the reasons stated above, but all of these employees have been given generous severance packages that included three months of paid medical benefits as well as job training
Feuerstein admits that, as owner, he has a great advantage over leaders of public firms because he answers only to himself. "But I would like to think," he says, "that the average CEO - even though they're reporting to the public and the so-called shareholder -also feels that there's a moral imperative that they must answer to as well."
Bibliography:
The Christian Science Monitor, ‘Corporate Decency’ Prevails at Malden Mills, Shelly Donald Coolidge, March 28, 1996
Parade, by Michael Ryan, September 6, 1996, p.4-5
Life Magazine, Josh Simon, May 5, 1997
L. Larwood, C. M. Falke, M.P. Kriger, and P. Miesing. Structure and meaning of organizational vision. Academy of Management Journal, 39, 1995, pp.740-769
Fortune, Not a Fool, Not a Saint, Thomas Teal, November 11, 1996, p.201
Both, vision and mission statements provide purpose to organizations. Therefore, they should set the foundation for the strategic planning process. However, if and organizations strategic direction evolves, leaders should consider revising the organization’s mission and vision
There have been countless books, lectures, and and trainings, and retreats constructed around the idea of cultivating leadership in an individual. However, cultivating individuals’ ability to follow great leadership has received far less attention. Who are these people leading if each person within an organization is being trained to be a leader? The word follower has negative connotations, evoking the images of a weak, uncreative, milquetoast personality. However, Jimmy Collins, in his book, “Creative Followership: In the Shadow of Greatness”, suggests that the ability to be led brings as much creativity, consciousness, and indeed leadership to an organization or team as the leader himself. Great followership is a reflection of great leadership. In this, the follower is just as important as the leader in the relationship. Many great leaders have asserted that a leader with even a modicum of understanding of what drives their subordinates can take their organization to previously undreamt-of heights in creativity and productivity. Collins does not disabuse us of this notion, he does however add that the follower is indispensable agent in this interplay between leader and follower.
In the case, “Facing a Fire” prepared by Ann Buchholtz, there are several problems and issues to identify in determining if Herman Singer should rebuild the factory due to a fire or retire on his insurance proceeds. I believe that this case is about social reform and self-interest. I think that Singer needs to ask himself, what is in the firm’s best economic interests. There are several things to question within this case, what should Herman Singer do and why, should he rebuild the factory or begin retirement, if he rebuilds, should he relocate the firm to an area where wages are lower and what provisions, if any, should Singer make for his employees as well as for the community?
Vision is a vital component within leadership. The ability to see things as they should be is a crucial trait that leaders must cultivate. Further, a leader’s vision for an organization should elicit enthusiasm for what is possible, inspire dedication, chart a course for the future, and render a reason for being. Through the story of Nehemiah, Andy Stanley sets out to guide a leader from the birth of a vision to the maintaining of the vision. By following Stanley’s building blocks, leaders will effectively construct a vision that will continue to serve an organization.
General Motors became a “centralized organization, so decision-making authority is concentrated in the hands of top-level managers, and little authority is delegated to lower levels” (Ferrell et al., 2015, p. 199). Centralized organizations have little upward communication and top-level manager may not be aware of problems and unethical activities. According to Ferrell et al., (2015), it has been noted that “centralized organization may exert influence on their employees because they have a central core of policies and codes of ethical conduct” (p. 201). Conversely, to survive at GM employees praised the CEO intelligence and carried out their orders by keeping a low profile, and never made waves. GM rewarded employees who followed the old traditional ways and those that challenged their thinking lost promotion opportunities or their jobs. However, General Motors experienced conflict between corporate management responsibility and social responsibility. Consequently, General Motors “attempted to implement a new mentality upon its management in a short period of time” (Goussak, Webber, & Ser, 2012, p. 49) by changing the company’s environment, but
Heroes and leaders have long had a popular following in literature and in our own imaginations. From Odysseus in ancient Grecian times to May Parker in Spider-man Two, who states, “We need a hero, courageous sacrificing people, setting examples for all of us. I believe there’s a hero in all of us, that keeps us honest, gives us strength, makes us noble” (Raimi, 2004). Organizations need heroes, too. We call them organizational leaders. The study of organizational leadership, then, is really the study of what makes a person a successful hero. Or, what processes, constructs, traits, and dynamics embody the image of a successful leader.
The author felt that Boeing is plagued by bad company norms. Previous CEOs were people with low ethical sensitivity who had not been leading by example. Stonecipher committed an ethical lapse by having a relationship with an employee while Philip and Stonecipher travelled in luxurious business jet with personal handlers. Subconsciously, they were conveying a message across the company: Boeing tolerates ethical lapse; power and privileges are entitlements for higher ranking staff. McNerney agrees that bureaucracy has given higher ranking staff too much autonomy such that breaching ethical codes can be overlooked since little or none in the company can penalize them.
They’re a lot of cattle anyway.” This reflects negatively on the neglect and passivity of factory owners and inspectors because of their unwillingness to protect the safety and wellbeing of factory owners.Within the same document, it Mr. H.F.J Porter mentioned that “There are only two or three factories in the city where fire drills are in use. In some of them where I have installed the system myself, the owners have discontinued it.” This is yet again another example of how neglectful factory regulators can be to employees and that they pay little attention to their health just to earn money in an easier but cruel way. Employees on the other hand, form unions to rebel against poor conditions, low pay, and long work hours. The employees also went on strike. They knew that they needed to prevent themselves and other employees from falling into the trap of harsh conditions of factories. The owners eventually raised their pay and shortened hours, but did not improve the working conditions of the
Sears Holdings is a company in transition. Now, faced with adversity and the threat of bankruptcy looming its leadership has come under scrutiny. “Great leaders not only have drive; they want to lead. Also important is a high need for power, a preference to be in leadership rather than follower positions. A high power need induces people to attempt to influence others, and sustains interest and satisfaction in the process of leadership. When the power need is exercised in moral and socially constructive ways, rather than to the detriment of others, leaders inspire more trust, respect, and commitment to their vision (Bateman, pp 399, 2007).”
Chief Ethics Officers (CEOs) may not have been very popular around a decade ago, but the demand for such a position is beginning to grow within larger companies. From this point forward, when I mention CEOs in this paper, please understand that I am referring to Chief Ethics officers and not Chief Executive Officers. CEOs began appearing in corporate America around the same time as the inception of the Federal Sentencing Guidelines for corporations. According to these guidelines, the companies who have instituted compliance and ethics programs within their institutions wouldn’t have received as severe a punishment as those without the programs in place[2].
Employees were fired, but then “encouraged to reapply after 10 weeks severance pay for any openings” (Seitel, 2011, p.217). Seitel (2011) stated Circuit City fired employees in order to hire new workers who would work for far less (p.217). Interestingly, Circuit City prided itself for their excellent customer service and knowledge of products; however, by getting rid of reliable and experienced employees and replacing them with new, inexperience workers your customer service consequently decreases. Also, the way a company treats it’s employees reflects how they treat their customers. Circuit City wanted to portray an image of treating their customers as important and valuable, yet their sales employees did not receive the same
Leaders with idealized influence serve as role models to their employees and emphasize the mission’s importance of the mission. Mark Zuckerberg runs his company based on the principle that, “I will only hire someone to work directly for me if I would work for that person” (Weiss). Zuckerberg wants to assure that his employees share his thinking about Facebook’s mission and how Facebook progresses. He makes sure that his employees understand his ideal and are influenced by his passion for Facebook. In the book “Think like Zuck: The Secrets to Facebook 's Success” Ekaterina Walter, mentions what Zuckerberg believes in when he hires people for the company: “No one can achieve success alone. So hire people who share your values and beliefs. And hire for attitude: skills can be taught, passion can’t” (Walter). Through these elements of what he believes in, Zuckerberg has shown that he is very focused on influencing his employees through his passion and emphasizes the importance of the mission because only people with passion can overcome the obstacles that they deal with in their job. He wants to assure that his employees can overcome all the obstacles with not just the skills they have but with their determination. This is one of the examples of how he influences his followers as the leader or serves as a role model for his
Throughout life, there are and have been leaders who have helped change and shape others view of the world by their charisma, strength, morals, and kindness. These particular people can help to create a vision along with intellectually stimulating people to broaden their horizons and to be successful in business and personal accomplishments. At one point of time, there was someone who I considered a leader, who motivated me by applying what is known as the Transformational Leadership Theory. Transformational leaders “inspire and empower” (LugoSantiago, 2016, p. 18) other individuals to become more well-rounded along with helping to achieving overall goals. With the Transformational
Although there are many outstanding, albeit necessary qualities of a good leader, it is the leader’s beliefs in which greatness is given its first breath, fostered by action, and spread throughout the institution. A great leader believes in encouraging, not destroying; in setting the precedence instead of yielding to prominence ; in collaboration, not division; in giving, not taking; and in having high standards and volunteering to be the first of many to be held to them. A great leader does not take advantage of the people being lead, but instead, creates an advantage for the people by giving them the opportunities to lead. Only when people take ownership of an institution will passion be cultivated, action be taken, and greatness be achieved.