Leadership styles-Concept of Managerial Ethics

Management is centered on leadership. Basically, it meant starting an activity. Employees must be given instructions by someone within the company. The employee must perform their duties to the best of their abilities, and someone must ensure this. Additionally, someone needs to motivate, guide, and oversee the employee. As a result, leadership entails setting the course, giving orders, and supervising others. The greater the contribution of subordinates to the objectives of the business, the more effective the leadership process.

The constantly evolving social, economic, political, and technological environments call for leadership that is innovative, creative, and visionary. Leadership in an organization must take on the duty of achieving the organization's goal while also creating an environment that supports superior performance. Therefore, every firm requires capable and successful leaders at all levels, including strong supervisors, middle managers, and general managers. An essential component of effective management is leadership.

Leadership is the capacity to actively persuade people to pursue their objectives in a specific situation. In a given setting, it is directing and influencing followers' behavior toward goal achievement.

Leadership is essential to comprehending and forecasting group behavior. The group's leader is the one who forges relationships of trust with the members and gives them guidance toward reaching their objectives.

According to Hersey and Blanchard:

Leadership is the process of influencing the activities of an individual or a group in efforts towards goal attainment in a given situation.

According to Stephen R. Robbins:

Leadership is the ability to influence a group towards the achievement of goals.

Leadership sets mission and goals in groups. It sets task and standard of performance. It gives attention to need and expectations of followers. Above all, influences goal achievement. It is the catalyst that turns into reality.

According to Stoner, Freeman, and Gilbert (1992):

Leadership is the process of directing and influencing the task-related activities of a group member.

Each leader's and organization's leadership philosophies are very different. The ideology, opinions, personality, and experience of each leader vary greatly. Much also depends on the culture and characteristics of the organization; certain organizations are more conducive to the growth of powerful leadership philosophies than others. There are four primary leadership philosophies:

• Authoritarian
• Paternalistic
• Democratic
• Laissez-faire

The continuum of these leadership philosophies runs from one extreme to the other.

Autocratic leadership style:

People follow autocratic leaders because they can be trusted. They direct with little to no chance of having an impact on the choice. They might make use of the power, status, and fear that come with being part of their group.

Position or the ability of the person to accomplish goals. They complete tasks in their own manner without worrying for the opinions or views of others. They frequently claimed credit for success while blaming their subordinates for failure. Because autocratic leaders have unrestricted power, they have a natural tendency to retain a disproportionate amount of influence and power over decisions. The input from the subordinates is scant, if any. As a result, miscommunications can frequently happen, which can lead to expensive errors and wasteful practices, humiliating subordinates. This leadership style essentially kills initiatives and subordinates.

A team member would typically passively resist this technique, necessitating constant leadership push and direction to move things along. In general, the strategy is a bad way to get a team to perform at its best. However, this approach could be suitable when immediate action is required or when subordinates truly favor this approach.

Democratic style:

Leaders who employ this method conduct themselves very differently. If you're lucky, your manager will tell you and your team, "These are the results we have to attain; this is the task to be done." Together, let's decide the best course of action. Let's decide what we're going to do, then. Such a leader runs their affairs democratically or collaboratively.

Leaders encourage open communication and conversation. They rely more on rewards than on penalties. Trust in the connection grows, promoting two-way communication. At all levels of management, there is a high degree of trust between subordinates and the leader, giving employees a great deal of power over their work. Overall, democratic leadership encourages personal development, encourages taking initiative, and fosters responsibility.

By getting the greatest knowledge, suggestions, and experiences from their staff, these leaders have an advantage. As a result, their staff tends to have better attitudes or produce more effectively. The subordinates feel personally successful and accomplished. This technique runs the danger of being time-consuming at times. A complicated breakdown of management control may be the outcome of excessive debate and lack of agreement.

Concept of managerial ethics

When some thought is paid to creating basic ground principles, a complicated workplace can be transformed into a less complicated environment. Companies that have managerial ethics or rules in place give managers a clear blueprint to follow when faced with difficult choices. It takes some fundamental knowledge of what ethics are, examples of possible inclusions, and suggestions for how to implement managerial ethics in the workplace to create a managerial code of conduct.

Definition of Ethics:

When it comes to what is right and bad, ethics are typically the moral principles that basically supervise, manage, or otherwise govern a person's or a group of people's behavior. These moral codes are always based on accepted ideals and ideas, albeit they may vary from culture to culture. In essence, ethics define a certain path of action that defines appropriate behaviors and decisions. A manager operating in a workplace must adhere to a set of rules known as managerial ethics.

Examples of Ethics:

Managerial ethics often cover two distinct domains, namely:

• Principles: Managerial ethics that are founded on principles typically define what is fair and moral in the context of the workplace and may contain details about departmental boundaries.
• Policy: Conflicts of interest, how to handle presents from suppliers or business partners, and the management of confidential information are all examples of policy-based managerial ethics.

Violations of Ethics:

When a clash of values is posed, reference managerial ethics are always necessary. Enron is a prime example of a breach of managerial ethics, even though it was lawful for the business's upper managers to push staff members to buy company stock. The managers were always willing to abide by management ethical standards for the treatment and protection of his employees, but they were aware that this would lose value if Enron's financial troubles were made public. Finally, executives violated fundamental managerial ethics since they were acting in their own interests.

Establishing of managerial ethics:

The internal and outward behavior of a group or individual within any organization is always governed by managerial ethics. Conflicts between individuals or groups and the organization, division, or department as a whole are the main source of ethical difficulties. Companies that have established a set of values and norms that managers are aware of and regularly refer to during the workday have built an ethical framework on which managers may work with ease and make the best choices at the appropriate times. Enhancing managerial ethics training through role playing, case studies, and group discussions may create the groundwork for moral conduct.

Reference

http://smallbusiness.chron.com/managerial-ethics-36425.html. Friday 05 2010.

Prem R. Pant, Ph. D. "PRINCIPLES OF MANAGEMENT." Kathmandu: Buddha Academic Publisher and Distributors Pvt. Ltd., 2010. textbook. 17 jun 2016.