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Ethical Leadership and Philosophy in Practice

Hassan (2015) argues that leadership is a powerful function that can be used to align an organization around the best ethics and values. The manager or leader at the helm of a group or organization should guide the targeted followers to act ethically. The leader sets the right ethical tone that has the potential to influence the behaviors and performance of the targeted followers. Companies that are associated with an ethical culture will find it easier to outperform rivals or competitors in the industry. The class materials have equipped me with various insights that can support my ethical responsibilities as a leader.

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Insights Gained into Ethics

The class has encouraged me to embrace the idea of organizational ethics. The ideas gained from the course can be used to transform my ethical practices and notions as a leader. The first insight revolves around the concept of moral leadership. Ethical leadership is a model or theory that guides organizational managers to act intelligently by respecting the rights of others. An ethical leader will be driven by a number of principles, such as dignity, justice, and non-malfeasance (Hassan, 2015). This kind of leader will uphold the best concepts or values, such as consideration, fairness, and trust. I have embraced these attributes in order to become an ethical leader who can support the welfare of the most significant majority.

The second insight is that of the code of conduct (Early, 2012). This concept focuses on specific rules that outline the responsibilities, action plans, and practices of every stakeholder in the organization. As a team leader, I have been using the idea to ensure the followers and teammates focus on the best practices and responsibilities. The vices that should be avoided are also outlined. For instance, I always ensure my followers focus on the power of ethics, respect one another, and disengage from any egocentric action (Bello, 2012). Specific issues such as sexual harassment, theft, and vandalism are discouraged in accordance with the outlined code of conduct.

The stakeholder theory is the third concept or insight that will support my future roles as an organizational leader. This theory focuses on the manner in which values and morals are embraced whenever managing an organization. This means that the unique needs, rights, expectations, and goals of different stakeholders within the organization should be taken seriously by the management (Hassan, 2015). Consideration of such interests will minimize conflicts and ensure resources are allocated relatively depending on the needs of the customers.

Engelbrecht, Heine, and Mahembe (2014) argue that business ethics would be incomplete without integrating the idea of corporate social responsibility (CSR). Experts and business ethicists indicate clearly that CSR is an evidence-based theory that guides companies to act ethically and legally whenever engaging in various business practices. The theory goes further to focus on the idea of benevolence. Successful companies will usually be associated with effective CSR practices. The firms go a step further to address the unique issues affecting the employees. The leader should embrace the concept in order to ensure every practice focuses on the emerging needs of every stakeholder.

Value and Importance of the Theories and Concepts

The four insights mentioned above can be used by leaders and organizational managers to engage in practical, ethical deliberation. To begin with, ethical leadership is a powerful trait that can be used to promote appropriate values and beliefs. The leader will encourage the followers to have dignity, respect one another, and encourage honesty. When this approach is embraced, the targeted organization will become ethical and admirable (Hassan, 2015). Various concepts such as consideration, fairness, and charisma will emerge in the firm and eventually drive performance.

The implementation of a code of ethics is another positive strategy that can support the ethical deliberation initiative. This happens to be the case because the subordinates and followers will be guided by the code. They will be willing to focus on the best practices, avoid some of the malpractices such as harassment, and support the welfare of their workmates (Engelbrecht et al., 2014). Leaders who use the code will also find it easier to engage in admirable practices. The principle of conduct has, therefore, gained popularity because of its potential to improve an organization’s moral status.

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The stakeholder theory is appropriate for managers who want to improve performance. The unique needs of different stakeholders are met in a timely manner. The current case explains how leaders can use the idea to support the welfare of the customers and the workers (Hassan, 2015). This initiative is relevant because it ensures the emerging needs of the subordinates are met. Appropriate strategies are implemented in order to drive organizational performance.

The CSR theory is appropriate for both leaders and organizations. This model can guide leaders to become champions who support the needs of different individuals. For instance, the leader can embark on a journey to hire employees from diverse backgrounds, empowering them, and support the diverse needs of the targeted community members (Engelbrecht et al., 2014). Fair treatment at the workplace is a meaningful attribute of the CSR theory. That being the case, leaders should embrace this theory in order to support the targeted followers and eventually promote business performance.

Pre-Course Effectiveness as a Leader and Improvements

Pre-Course Effectiveness

Before completing the course, I used to view ethics as a good practice that can be used by leaders to realize their personal and professional goals. For instance, I used to use the idea to act ethically whenever distributing resources to my followers. It was necessary to listen to the emerging needs of my subordinates and address them in a professional manner (Early, 2012). As a leader, it has been appropriate to promote some of the best values, such as integrity, fairness, honesty, trust, and support. These attributes have been making my leadership approach ethical and meaningful.

The issue of code of conduct has been characterizing my approach to leadership. This is the case because I always outline the best processes and practices that must be embraced by my followers. I always make ethical decisions that can result in fairness and Effectiveness. An ethical decision-maker, in my opinion, is an individual who considers the rights and expectations of different stakeholders (Early, 2012). This approach to the decision-making process has made me an ethical leader.

The individuals are guided to act reasonably and ethically whenever dealing with targeted clients. In the workplace, the employees should respect, empower, and support each other. Sexual harassment and discrimination have been outlined as vices that can affect the ethics of my workplace. These ethical approaches to leadership have continued to support my leadership model (Early, 2012). However, the completed course has presented powerful concepts and ethical practices that can make me a better leader whose actions are informed by moral deliberation.

Applying the Gained Insights to Improve My Practice

The insights gained from the course have the potential to improve my leadership philosophy. To begin with, the ethical leadership theory has informed me that managers should work hard to respect the religious values, moral beliefs, and notions of others (Bello, 2012). That being the case, I will be upheld and respect the rights of every individual. Adding the images of the stakeholder theory, I will go a step further to ensure the requests and needs of different players in the organization are met. This can be achieved by promoting the best practices and implementing the best code of conduct. The code will always guide my followers and employees in order to deliver positive results.

The class materials have outlined various concepts that will make me a competent decision-maker. For instance, the decision-making process should focus on the needs of the targeted participants (Hassan, 2015). Specific values such as consideration, honesty, and charisma will support my leadership model while at the same time, supporting the needs of my followers (Bello, 2012). I have also understood the importance of implementing a robust code of conduct. This kind of behavior will ensure every individual acts in an acceptable manner. The existence of moral principles, ethical practices, and values within the workplace will ensure the organization is on the right path. The idea of CSR should be embraced whenever leading different stakeholders and making sustainable decisions. This approach will ensure every process or practice is ethical in nature (Johnson, 2016). Consequently, the acquired ideas and notions will eventually make me an honest leader who supports the welfare of the most significant majority.

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Action Plan: Employing the Insights in My Personal and Professional Leadership

Leaders should ensure their models and decision-making processes are meaningful, ethical, and capable of supporting the welfare of the targeted followers. The insights gained from the course can only be beneficial if I apply them in my professional and personal leadership roles (Johnson, 2016). The action plan presented below will ensure the insights are employed in my leadership philosophy.

Identifying Gaps and Strengths

This step will be used to identify the gaps in ethical leadership and decision-making. This will be done by placing some of the moral attributes and concepts that are missing in my ethical leadership philosophy. Another issue is to examine the unique strengths defining my leadership approach (Johnson, 2016). The existing gaps will then be addressed using evidence-based concepts and insights gained from the course.

Creating a New Leadership Philosophy

I will use this second step to come up with a new philosophy of leadership. This theory will be characterized by the four insights outlined above. The model will embrace the power of ethical leadership, CSR, and code of conduct (Hassan, 2015).

Implementing the Insights in My Practice

This stage will ensure the new philosophy is implemented in my personal and professional practices. I will guide my followers and implement the philosophy in the organization. I will also act in accordance with the concepts outlined above (Johnson, 2016). For instance, I will embrace integrity, fairness, and honor. Decisions will be guided by the stakeholder theory throughout the practice.

Feedback and Continuous Improvement

The purpose of this stage is to collect reviews and feedback from different followers, workmates, and organizational managers. The information will guide me to add new approaches or attributes to my philosophy (Hassan, 2015). Lifelong learning will ensure new concepts and ideas are gained in order to continuously improve my ethical approach to leadership.


Bello, S. (2012). Impact of ethical leadership on employee job performance. International Journal of Business and Social Science, 3(11), 228-236. Web.

Early, S. (2012). Values-based ethical leadership: Developing leaders with integrity. Leadership Studies, 1(1), 63-64. Web.

Engelbrecht, A., Heine, G., & Mahembe, B. (2014). The influence of ethical leadership on trust and work engagement: An exploratory study. SA Journal of Industrial Psychology, 40(1), 1-9. Web.

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Hassan, S. (2015). The importance of ethical leadership and personal control in promoting improvement-centered voice among government employees. Journal of Public Administration Research and Theory, 25(1), 697-719. Web.

Johnson, E. (2016). Organizational ethics: A practical approach (3rd ed.). Thousand Oaks, CA: Sage Publications.

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