Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall
Credibility is your reputation for being trustworthy- trustworthy is performing your work with excellence; to care about those you work with and for; to live high ethical, corporate and personal values; and to deliver on your promises. Competence relates to your proven set of skills and knowledge to accomplish business tasks. Others will judge you by your track record of success. Caring shows that you will act in the interests to to others, cultivate a sense of community and demonstrate accountability to others. Character shows that you will advance to high personal, corporate, and business values.
Leaders set the example and represent the entire organization. When you have an ethical leader, it is more likely that you will have a much more productive and collaborative body of workers. Also, ethical leaders create ethical cultures that influence followers to behave more ethically and to refrain from behaving unethically (Schaubroeck et al., 2012). Therefore, core values of an organization must always be exemplified by ethical leaders. Two key principles of ethical leadership include integrity and respect.
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
It is with this second approach to organizational commitment that we 226 mowday. steers, and porter are largely concerned, although our definition will include some aspects of commitment-related behaviors. For purposes of instrument development, organizational commitment was defined here as the relative strength of an individual’s identification with and involvement in a particular organization (Porter & Smith, Note 4). It can be characterized by at least three related factors: (1) a strong belief in and acceptance of the organization’s goals and values; (2) a willingness to exert considerable effort on behalf of the organization; and (3) a strong desire to maintain membership in the
It focuses on the difference between right and wrong, good and bad. Some principles that all employees of Add Hope should apply: • Be trustworthy: customers want to do business with a trustworthy organization. If the organization can prove that it is worthy of the customer’s trust, in return the customer will give the organization their loyalty. • Meet Obligations: honour al commitments and obligations.
This is mainly because theses societies are in some part of the world valued. Being ethical gives you a source of motivation that provides a sense of satisfaction. When you feel like you are making a valuable contribution to the happiness and the wellbeing of others. This creates an emotional high which can attribute to them doing a good job. In our book we learn about Martin Luther King, he made an ethical statement on the law by fighting for the rights of all black people.
Some important component of ethical leadership are: • The ability to work for the betterment of the organization or society where leader belongs. It’s an ability of leading the organization and serving the follower need. • The ability to encourage and performance management and career engagement of the follower. Takes feedback and
Introduction Individuals need attention and expect to be understood and respected in their workplace. They also like to belong to an organization in which honesty, righteousness and trustworthiness is the common culture. To create such a milieu, an ethical leader is required whose actions reflect his/her own ethical capabilities and honesty as well as dignity in all aspects of life. In fact, ethical leadership includes administrative measures through which the dignity and rights of humans are respected and fulfilled. Since ethical leadership plays an important role in creating a healthy work environment and improves organizational and individual outcome[3, 4], it is of great interest in leadership studies.
By doing so, it sets a standard of ethical behaviour and has the potential to have a positive consequence for the reason behind employees motivation which can be defined as ‘The degree to which an individual wants and chooses to engage in certain specific behaviours’ (Mitchell, 1982). The social learning theory (Bandura, 1977) argues 'behaviour is learned from the environment through the process of observational learning '. Codes which are seen as being harnessed by those at the top of the hierarchy in an organisation can champion ethical behaviour as these senior figures are role models and set a standard as to how one should conduct his or herself ethically in an organisation. An ethics firm called LRN conducted a study which unravelled that 73 percent of employees who were part of an organization that had a written code of conduct believe ‘that it improves the organization as a workplace’ (LRN, 2006). Ultimately, employees will look to the code of conduct to form their motivation, values and beliefs in regard to
This theory makes the dyadic relationship between leaders and followers the focal point of the leadership process. Path-Goal Theory. This approach emphasizes the link between the leader, followers’ behaviors, and that of the organization, making the path clear to promote a satisfying work environment. Authentic Leadership Theory. This approach focuses on the interpersonal process that emerges from the interactions between leaders and followers.