Unethical Leadership And Organizational Performance

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Abstract

In this research paper, it was interesting to take a different path and look at the benefits of unethical leadership for an organization’s performance (OP). Thus I looked at to what extent can unethical leadership lead to positive OP? This was established by using a connector, being the employee’s motivation. Thus we looked at one type of motivational factor, being the earning premium motivator, and hypothesized that ‘If an unethical leader has a positive relationship to EPM , and EPM has a positive relationship with OP, then unethical leadership must have a positive relationship with OP’. The methodology was based firstly on two questionnaires to measure: the leadership style, and the ‘pay-satisfaction’ mean and secondly, the annual
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First, we will measure the ethical strength of 1000 different private organization, which will be established through a self-constructed questionnaire that relates to the main characteristics of each company’s leader. We will focus on the private for-profit sector, as it is a much more accurate industry when calculating OP. The second factor that will be used to answer the research question will be the EPM variable, which will connect unethical organization to OP, and will be measured through a ‘Pay satisfaction’ questionnaire (Judge & Welbourne, 1993). The third variable will be organizational performance, that will be measured using each company’s annual net profit. Finally, a comparison between all three variables will be established to predict whether unethical leadership can positively relate to organizational…show more content…
Private Organization and Organizational performance

Private organizations are owned either by non-governmental organizations or by shareholders (PrivCo), they are not state controlled like public organizations. They are usually run by individuals, face high competitive pressure and are profit oriented firms/ businesses (Investopedia). In this research, we will focus only on for-profit private organization.

Organizational performance represents an important aspect of the research. It is defined as the ‘long term prosperity and survival of the organization’ (Yulk, 2013). Its survival on the market is determined by its ability to adapt (by updating and improving) to volatile environments, and to have an efficient relations performance and Human Resource Management. OP is also influenced by the flexible leadership theory, that focuses on the leader’s direct influence on the individual and groups by using: task oriented behaviour to improve efficiency and process reliability; relation-oriented behaviour to improve human relations and human resources; and change oriented behaviour to improve innovation and adaption to the external environment (Yulk,

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