Leadership and motivation is an essential element for every organization. This ensures proper co-ordination among organizational individuals, reliable communication system, proper usage of resources, and ample working environment. Good and motivational leadership, also, plays a key role in ensuring ample working environment. PLIS aids in assessing the principle of ethical leadership.
Perceived leadership integrity scale (PLIS)
PLIS identifies the behaviors that contribute to the impression of a leader’s integrity. The co-workers of a leader use the PLIS to measure the ethical behaviors that, when acted according to the rule, would produce a positive result. A low score on the PLIS indicates the co-worker’s perception of a high level of moral and ethical integrity.
Following case 16.3, the PEO, who is a human resource manager, is moderately ethical (scores 44). He does not give a proper and genuine guide to David whenever he is seeking for consultancy. Under given conditions, the PEO would perform unethical practices such as putting personal interest ahead of the organization, lie to clients and co-workers, bending and breaching organization rules, withholding certain information from clients and would risk other people to protect himself. As much as the PEO took the initiative to correct the mistake he had previously done, still, he proves to be with moderate ethical and moral standards. He sets higher proposal funds than average to David, although David willingly signs before and after the change.
The PEO here is a transactional leader, as opposed to transformational leader. He sets higher proposal funds for David, for him to; in turn provide high-quality services and reasonable profits to David. The PEO does not consider David as a minority client like the rest. The contract proofs to be unfair to the minority client (David) and in turn hurts him. PEO’s pride of offering fairness in the workplace with strong and affirmative action’s end up pressing the minority. After a lengthy consideration, the management of the organization decides to change the proposal of the contract.
The management considers the minority and corrects the PEO’s mistake, to make the organization efficient and effective, putting the moral ethics and codes first. Setting lower proposal cost to David had a significant impact to the salesperson’s commission, although it negatively affected the morale of others under the PEO’s area. Putting the client first, regardless of the PEO’s reputation makes the organization ethical.
Ethical perspective
I believe PPI’s management officials have a utilitarian ethical approach because the management considers what is best for the organization and ignores the minority group (attorneys). Utilitarian ethical approach aims at what best suits the business and benefits everyone under the business. PPI’s managers consider the consequence of the health approach taken, and ended up carrying out a research showing that the PPI’s employees take the approach positively to the audits and changes that result.
PPI’s management and its attorneys appear to be in a conflicting opinion, because the attorneys do not support the PPI’s approach on how to tackle the organization’s health improvement. The lawyers are totally against outside auditors (OSHA) since they believe that anyone who wishes to carry a lawsuit against the organization, the plaintiff would use the PPI’s report to strengthen their case against the company. The attorneys ‘prefer using another approach to conduct health safety, criticizing the use of outsiders. The lawyers prefer internal conduction of health, within the organization, and by the organization members.
Conclusion
Leadership is a key role in every organization. Decisions carried out by management leaders should be ethical and fair to both minority and majority group of the organization. Personal interests should be set aside for the organization to achieve the desired goals. Good leadership motivates employees and gives them moral of performing their duties rightfully, voluntarily and effective.
Resources
Northouse, P. G. (2012). Leadership: Theory and practice. Thousand Oaks: Sage Publications.
