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Ethical leadership theory
Ethical leadership theory
Transformational leadership model (burns and bass)
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There's no one to blame but there are a million or so of us to take responsibility, to fix it from within, and that is the hallmark of a nation and a people. That's leadership, management, tradition and spirituality. Granted, the solutions don't come easy. I know that from my personal experience, just as we know that it's the willingness to struggle towards the ideal that elevates us as individuals, communities and societies. Therefore, leadership plays a very important role in our lives. The ethics of leadership rests upon three pillars: (1) the moral character of the leader; (2) the ethical legitimacy of the values embedded in the leaders vision, articulation, and program which followers either embrace or reject; and (3) the morality of the processes of social ethical choice and action that leaders and followers engage in and collectively pursue. Such ethical characteristics of leadership have been widely acknowledged (Wren, 1998). Transformational leaders set examples to be emulated by their followers. And as suggested by Stevens et al., (1998) and demonstrated by Conger & Kanungo (1998) when leaders are more morally mature, those they lead display higher moral reasoning. But not all leadership fits the same pattern and ethical analysis shifts with varying leadership modalities. In the societies of the western world the subject of responsibility is increasing in importance. (Moran, 1996) Issues of responsibility arise in small social units as well as in global societal structures. Responsibility establishes a connection between person and society. Mothers and fathers who care for their children or a person who warns his colleague about taking up business with a questionable partner are examples of responsibility within small so... ... middle of paper ... ...J., & Kanungo, R. N. (1998). Charismatic leadership in organizations. Thousand Oaks, CA: Sage Publications. Feigelman, William. (1990). Treating Teenage Drug Abuse in a Day Care Setting. Praeger Publishers: New York. Miller, H. G., C. F. Turner, and L. E. Moses (1990). AIDS: The second decade. Washington, DC: National Academy Press. Moran, Gabriel. (1996). A Grammar of Responsibility. Crossroad Publishing: New York. Stevens, C. U., D'Intino, R. S., & Victor, B. (1998). The moral quandary of transformational leadership: Change for whom? Research in Organizational Change and Development, 8, 123-143. Wilson, John. (1995). Discipline and Authority in Classroom and Courtroom. Boyars/Bowerdean: London. Wren, J. T. (1998). James Madison and the ethics of transformational leadership. In J. Ciulla (Ed.) Ethics, the heart of leadership (pp. 145-168). Westport, CT: Praeger.
Bass, B.M., & Avolio, B.J. (1993). Transformational leadership and organizational culture. Public administration quarterly, 17(1), 112-121.
...Interactive effects of transformational leadership with moral and authoritarian leadership behaviors. Journal of Business Ethics, 116, 629-640. DOI: 10.1007/s10551-012-1486-0
Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration in order to achieve success.
Transformational leadership also integrates well with a biblical worldview because both advocate valuing followers as well as leaders, the importance of ethical behavior, the need to forgive and learn from mistakes, and the value of a high moral example. Kouzes and Posner advocate leaders having a “moral authority to lead” (2007, p. 41), practicing personal accountability and working to improve all aspects of their follower’s lives. This others-centered leadership approach fits well in the Christ centered atmosphere of a Christian school.
Transformational Leadership with Moral and Authoritarian Leadership Behaviors. Journal Of Business Ethics, 116(3), 629-640. doi:10.1007/s10551-012-1486-0
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Transformational and Charismatic Leadership:: the Road Ahead. Emerald Group Publishing.
Yukl, G. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The Leadership Quarterly, 10(2), 285-305.
Leadership is not defined by position. Leadership is an extraordinary responsibility given only to those willing to exude selflessness, decisiveness, and wisdom. CSM William R. Hambrick, Jr is an accomplished leader that embodies the values, attributes, and competencies that I aspire to convey to my subordinates. The impact that CSM Hambrick has had on my career and leadership philosophy is immeasurable. His far-reaching legacy is one of confidence, sound judgment, and empathy.
With so many constant changes today with different generations, legal and political circumstances and ever-changing and improving technology sources, organizations have new and recurring issues arising every single day. The reasons for these issues vary widely and develop because of so many different situations. The outcome of the situation depends on many factors including the issue at hand, the management style and the ethics of the organization to simply name a few. These outcomes can certainly make or break an organization if not handled appropriately. The issue I have found to be the most significant is leadership. Within leadership, there is the opportunity for many issues in itself.
Does leadership make a difference? One could venture to say that the answer depends on the perspective of the leader or the organization. This is a question that often irked me when it comes to professional sports. A team has a poor season and the coach is fired. For example, former Eagles coach Andy Reid will lead the Kansas City Chiefs to the playoffs this year while his replacement, Coach Chip Kelly, was fired last month by the Eagles (Ducey, 2015). From the organization’s perspective, it would appear that leadership had a significant impact on organizational performance. Eagles CEO stated that he “spent the last three seasons evaluating the many factors involved in our performance as a team. As I watched this season unfold, I determined
Leadership is defined as a process by which an individual influences others to obtain goals. There are three aspects that should be addressed when explaining leadership. One aspect is that leadership is a social influence process; leadership could not exist without a leader and one or more followers. Another leadership aspect is compliance; all of the leader’s directions must be complied with voluntarily. Compliance is what separates leadership from other influence-based formal authority. Finally, leadership results in the followers’ behavior, that is purposeful and goal-directed which must be in some organized setting (Leadership Theories and Studies, 2009).
What do Kenneth Lay, Bernard Ebbers, Conrad Black, Dennis Kozlowski, and Scott Thompson have in common? Yes, they were all in high ranking leadership positions, worked for very large companies, and were men. Unfortunately for the companies they worked for, they also lacked any sense of ethical leadership. Ethics are very important in the business world, and managers need to do all they can to hire and retain ethical people.
Dubrin, A. J. (2007). Charismatic and transformational leadership. In Leadership: Research findings, practice, and skills (5th ed., pp. 83-98). Boston, NY: Houghton Mifflin Company.
Culture is the act of, or any labor or means employed for, training, disciplining, or refining the moral and intellectual nature of man; as, the culture of the mind. Through culture development different disciplines have come up to try improve the human mind. Some of these disciplines include engineering design, accounting and commerce among many others. Lack of respect or knowledge in a certain culture is very critical and often results to either loss of life of those involved or disagreements especially in the engineering aspect where communication is very key. Human culture is unavoidable way of obtaining behaviors. Cultural education is transmitted to others through teaching, also through prolonged
Leadership, without doubt, is a significantly important function of management. It helps to aggrandize efficiency and to fulfil an organization’s goals. Leadership is the ability of a manager to induce the subordinates to work with confidence, determination, courage and zeal. It is also defined as ability to influence a group towards the realization of a goal. Leaders should have the capability of developing future visions, and to drive the organizational members to want to attain the visions. This paper states my points in which I duly believe, justifies the importance of an outstanding leader in any organization.