Ethical Leadership in Organisations

Introduction

Ethical leadership is one of the important aspects of the organisational culture that deals with maintaining ethical values, beliefs, dignity and integrity in the workplace. Ethical leadership assist the organisational leaders to respect the values, ethical decision, dignity and rights of all the staffs in the organisation. Moreover, ethical leadership is paramount in any organisation to maintain the transparency, fairness, honesty and trust in the organisational framework. This reflective report will represent the reflective account of eth different ethical issues that have been experienced by the organisational leader. In addition to this, this re[ort will also discuss the reflective discussion of conflict in term of developing the ethical decisions in the organisation and its impact on the overall organisational framework. Moreover, this report will also use different recognised reflective models such as Theory of Changed Approach, Reflection in Action, Gibbs Reflective Cycle, to determine the possible ways that can be used by the organisational leaders in terms of avoiding as well as handling these issues and eliminating the chances of its future happening.

The brief discussion on ethical leadership:

As stead by Demirtas and Akdogan (2015), ethical leadership is an important aspect of an organisational framework that assists the organisational leaders in terms of maintaining the dignity, honesty, respect and fairness in the workplace. I am working as Human resources Manager in Retail Company, which act as a supermarket chain the UK. Being the HR manager I always put my best effort in maintaining the proper balance between the organisational ethics and individual moral values of staffs. In my workplace, ethical leadership is one of the important aspects, which all the staffs need to maintain in the proper manner in terms of representing the fairness, transparency and honesty in the organisational framework. For maintaining proper organisational ethical leadership I use to focus on the following aspects:

Justice Honesty Value-driven decision-making process Fair leadership process Teambuilding process Encouraging the initiatives Value awareness No tolerance for the ethical violation

Reflective account of the ethical practices:

Through maintaining ethical practices I use to manage strong coordination with all the managers and staffs of my workplace. For establishing the string ethical leadership in my workplace I perform the following functions that assist me and my colleagues to deal with any organisational challenges.

Maintaining justice, honesty and respect in the workplace:

Being an HR manager I always prioritise honesty, justice and respect in my work process. While I conduct training programs and self-assessment programs for the staffs, I always try to train them about how to respect the other's values, decision and belief. Moreover, I always direct my team in a fair and transparent work process which is solely based on the talent, intellect and dedication, but not on racism, cast and nepotism. I always emphasize building the trustworthy relation among all the staffs by using the fair decision and strategies.

Team building:

Being an organisational leader I prioritise o develop the team spirit and sense of community within the staffs, which will assist them to strive to their organisational goals. Through developing the sense of team performance, synergistic work and collaboration, I always motivate the staffs to support each other as well as to support the community people in innovative ways.

Maintaining professional competence:

Only maintaining the values, ethical beliefs and trust are not sufficient for maintaining the successful organisational framework, rather the organisational staffs' needs proper direction as well as guidance in order to improve their skill and professional efficiency level. Through conducting the organisational training programs, I always try to enhance the skill, knowledge and expertise of each staff in my workplace. Through increasing professional competence of each staff, it is possible to improve their understanding, decision-making process and problem-solving skills which are important for dealing with any type of ethical issues.

Confidentiality

As stead by Shin et al. (2015), confidentiality is one of eth important ethical in the organisational framework. Being an HR manager I have to handle, the different database of the huge number of employees. I always ensure that the entire databases are properly stored with highly efficient password program. Moreover, I ensure entire official information area handles only by the authorised person in the workplace.

Professional behaviour and conduct:

Ethical leaders not only deal with maintaining the transparency in the organisational, but also they emphasize on developing the positive as well as highly polite behaviour of the organisational staffs. In my workplace, I use to conduct the self-assessment programs that assist the staffs for positive as well as motivating behaviour that is important for dealing with any organisational issues. Moreover, I also conduct training for enhancing the understanding of each staff regarding organisational ethics and Codes of conducts that are important to be followed for maintaining successful organisational framework.

The conflict caused by ethical decision:

Although I put my best effort in terms of maintaining the proper ethical framework in my workplace, sometimes, I use to face several challenges as well as conflict regarding the ethical decisions which are as follows:

Opinion mismatch and misunderstanding:

This is one of the most common conflicts that I experience during implementing any ethical decision or actions into the organisational framework. As different individual has his or her own perspective as well as an opinion regarding any organisational matter, therefore I have faced some kind of conflict in terms of taking any organisational decisions. On the contrary Demirtas and Akdogan (2015), argued that, although the ethical decision is associated with several conflicts among staffs, other factors also associated with the conflicts such as lack of knowledge, lack of support, poor communicational and interaction among the staffs. In most of the cases, team members are not agreed to make collaborative organisational decisions, rather they involve in developing individual decision and choices to grab the job-related opportunities.

Ethical conflict regarding the professional obligation:

In most of the cases, I face severe difficulties in maintaining as well as implementing the core professional obligations in my workplace due to poor interaction with other managerial staffs, poor support from the higher official and huge competition among the staffs. Moreover, increasing demand in the market pose huge workloads on the staffs, which makes it difficult to staffs to follow organisational obligation and codes of conducts throughout their working process? Due to this reason, I face severe difficulties in directing my team members to follow all organisational obligations proper way during their work.

Difficulties in balancing ethics and fiancé:

One of the most common ethical conflicts that I have experienced during implementing any ethical decision is difficulties in maintaining the proper balance between the ethics and financial framework of the organisation. Sometimes I use to face severe conflict regarding prioritising the organisational profit and financial framework more than the ethical leadership. In most of organisational, I have been informed by eth whistleblowers that my organisation has provided fake audit and account appear to top the higher administrative board to get the approval of the different agreement. This makes me unable to maintain the proper balance between finance and ethics.

Ways to avoid ethical conflict:

Some different reflective models of ethical leadership can assist me in terms of avoiding the ethical conflict. Following ways can be helpful in eliminating the chances of the ethical conflict:

Focusing on the innovation and organisational motivation can assist me to improve the moral beliefs, values and decision-making power of the organisational staffs. As stead by Demirtas and Akdogan (2015), “The Theory of Changed Approach" can be used in terms of eliminating chances of organisational ethical conflict by implementing the three different aspects such as context, changed mechanism and outcomes. By using these reflective model I can analyse the organisational context, based on which I can develop proper innovative strategies in order to motivate staffs to put their synergistic effort in terms of dealing with ethical issues.

By discarding the unethical behaviour and developing positive as well as moral values, I can assist the staffs to strive to the organisational common goals rather than focusing on eth individual goals. By using Reflection in Action, theory, I can make the in-depth evaluation of each organisation issues, through which I can analyse individual behaviour and decisions of each staff. This analysis of each ethical issue will assist me to make the positive transformation of individual behaviour in my workplace that is important for eliminating in chances of the opinion mismatch and misunderstanding.

Strong interaction and good communication are important for eliminating the ethical conflict in the workplace. In this aspect, I can use Gibb’s Reflective Cycle, through which, I can analyse each ethical issue through different important phases. First, I can analyse what actually goes wrong regarding the ethical decision. Then I can make the evaluation of the overall ethical conflict for gaining the proper ideas regarding the reason behind the conflict. After understanding fact, I can make the proper conclusion, in which I can put innovative modification in the organisational ethical framework, such as improving the communication process. Through improving the communication process I can improve the level of interaction with each staff which will eliminate the chances of the misunderstanding and conflicts.

Conclusion:

From the above discussion, it can be stated that ethical leadership is important for any organisation for maintaining transparency, trust and fairness in the organisational framework. Moreover, proper implementation of ethical principles assists the organisational leaders to maintain a trustworthy relationship with the organisational staffs. However, there is some conflict regarding establishing the ethical decision in the organisational frameworks, such as the poor balance between the financial framework and ethical framework. Organisational leaders need to take innovative steps in order to eliminate the chances of eth conflict. In this aspect, they can make proper interaction with all the staffs to eliminate the chances of misunderstanding and misconception. Moreover, they can develop positive behaviour and moral values within the organisational staff are which is important for the organisational staffs to maintain strong coordination among the organisational staffs.

Reference list:

Babalola, M.T., Stouten, J. and Euwema, M., 2016. Frequent change and turnover intention: The moderating role of ethical leadership. Journal of Business Ethics, 134(2), pp.311-322.

Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), pp.59-67.

Lu, C.S. and Lin, C.C., 2014. The effects of ethical leadership and ethical climate on employee ethical behavior in the international port context. Journal of Business Ethics, 124(2), pp.209-223.

Walumbwa, F.O., Hartnell, C.A. and Misati, E., 2017. Does ethical leadership enhance group learning behavior? Examining the mediating influence of group ethical conduct, justice climate, and peer justice. Journal of Business Research, 72, pp.14-23.

Xu, A.J., Loi, R. and Ngo, H.Y., 2016. Ethical leadership behavior and employee justice perceptions: The mediating role of trust in organization. Journal of Business Ethics, 134(3), pp.493-504.

PART 2: CASE STUDY BASED REPORT

Introduction:

Business ethics is associated with the company norms, policies, regulation and legislative obligations that organisational staffs need to follow in each aspect of their work. Ethical leadership is one of the important aspects of any organisation which assist all the organisational staffs to follow the organisational rules and regulations properly to maintain the integrity, trust and transparency into the business framework. This study is going to determine the ethical leadership issues that are faced by the multinational corporation in t given case study. Moreover, this report will also find out the ethical considerations that the strategic planner need to consider while eating with these issues. By making t critical analysis of to ethical issues faced by the company in the given case study, this study will also find out the potential challenges as well as the solution that is associated with the cross-cultural management process. Finally, this report will recommend some important approaches that the strategic planner needs to implement into the business framework in term of dealing as well as resolving these ethical issues in the given organisation.

Responsibilities of ethical leaders in the given organisation:

As stated by Lawton and Páez (2015), ethical responsibility of the organisational; leaders are associated with maintaining the organisational rules, regulation, codes of conduct and legislative obligations. the strategic planner in a multinational corporation in the given case study is not only associated with planning and implementing the innovative strategy in terms of developing the partnership of this company with the developing world, but also consider the overall ethical obligation and principles that are associated with the organisation. While evaluating the practices and performance of an organisational, the strategic planner needs to deal with the following responsibilities in the given organisation:

Maintaining organisational policies, ethical rules and codes of conducts are one of eth important ethical responsibility of strategic planner. In an organisation, while planning or implementing any strategies. Strategic planner of this multinational corporation needs to emphasize developing the understanding or organisational staffs regarding the ethical rules and regulation, justice, organisational obligations and codes of conduct. As stead by Lu and Lin (2014), organisational leaders, while dealing with their own ethical practices, need to prioritise ethical considerations such as justice, truth, transparency and honesty in the organisation. No, the company in the given case study is going to develop its relationship global business framework, which needs the strategic leaders to plan proper innovative strategies that must meet all the ethical requirement of the organisation.

Positive behavioural transformation is one of the important responsibilities of eth strategic planner through which he or she can develop positive thoughts, fresh ideas and innovative decisions, into staffs mind. In the given case study, the strategic planner needs to motivate the team members in a positive manner to develop the innovative ideas and decision in their mind that are important not only for increasing the organisational productivity but also crucial for maintaining the organisational transparency.

Considering the moral values of organisational while introducing with new strategies is an important ethical responsibility of the strategic planner. As stead by (), new strategies need to assist the organisational staffs to implement and maintain moral values such as trust, transparency, truth, fairness and perfect coordination among them. As the multinational corporation mentioned in the given organisational is going to develop the innovative strategies in terms of developing the strong relations with the developing world, it is the responsibilities of strategies planner to b consider the moral values of the organisation while developing as well as implementing the new decision.

Maintaining confidentiality another important ethical aspect eth the organisational leaders need to maintain in each stage of their activities. Strategic planner of the organisational in the given case study, need to maintain the high level of confidentiality regarding the strategies decision, planning and innovative decision that are taken for developing the business. Under the Data Protection Act (1998), the strategic planner needs to ensure that all the official information regarding the innovative strategic and planning would be shared only with the authorised organisational staffs.

Critical appraisal of ethical leadership in the given organisation:

Although the aforementioned ethical leadership responsibilities are important to be maintained in the organisation, the multinational corporation in the given case study is failed to meet all the ethical criteria in terms of maintaining the transparent as well as an organisational framework. By analysing the given case study, it is clear that the given organisational is facing through some serious ethical issues regarding maintaining eth proper organisational leadership. The ethical leadership issues are as follows:

Unfair practice within the organisational framework:

In order to strengthen the business relationship with the developing world, the multinational organisation in the case study has used the exploitative pay and conditions on the plantation. As stated by Lawton and Páez (2015), labour exploitation is one of the major ethical issues in most of the organisation that needs serious attention. Understand the ethical obligation of the organisation, this multinational organisation in the case study needs to maintain the fair as well as discrimination free pay strategy and employment framework. However, the unfair and illegal activities of this organisation in order to take the highest advantage from labour by offering them minimum wage and attention points out the unethical business framework of this organisation. On the contrary Lu and Lin (2014) argued that, sometimes, the financial framework of eth organisation forces the company to compromise with some of the ethical and moral values. On supporting this viewpoint some of the recent evidence suggests that most of the company focus on the p[profit and productivity but not on the wage and payment methods to eth workers. In this aspect Xu et al. (2016) stated although this process looks like unethical practice it improves the overall financial structure of the organisation which is important for assuring eth better opportunity, financial support and accommodation to the labours of the organisation. On the other hand, strategic planner although is responsible for making innovative strategies that will assist the market leaders in terms of getting the high level of profit, the strategic planner is also responsible to make fair and discrimination-free pay and employment strategies that will assist the organisational to overcome the ethical issues.

Breaking confidentiality:

According to Walumbwa et al. (2017), confidentiality is one of eth important ethical aspects that each organisation need to maintain in each stage of their operation. In the given case study, the organisation face severe criticism from the newspaper, as the confidential official information is leaked by any of the official staffs. This incident proves that the leadership strategy of this organisational is failed to train the staffs regarding the moral and ethical obligations of eth organisation. However, the organisational is associated with eth illegal operation of exploitative payment and operation on the plantation, then also, nobody in the office can share this information with any unauthorised person outside the office. On the contrary ()m argued that, if the organisation commits any illegal activities and operation that breaks its ethical framework, then it is important for the staffs to inform this incident to the higher authority and other official persons. Recent evidence suggests that, if the entire organisation is uninvolved in illegal and unethical practices for the productivity and profit, then the whistleblower can take the necessary step that can reveal the activity. However, in this aspect, the action was taken by the staff who reveals this information can be considered as ethical, which is associated with maintaining the transparency and fairness in eth organisational framework. However, based on organisational ethics, codes of conducts, staffs of the organisational must not disclose any commercial information to any unauthorised persons. Therefore, it can be stated, strategic planner of the given organisation needs to implement the innovative strategies that will assist the organisational to train their staffs in terms of maintaining proper organisational policies and codes of conducts into practices.

Lack of trustworthy framework:

As stated by Campbell and Cowton (2015), trustworthy relation among staffs is important for maintaining the ethical aspect in the organisational structure. In the given case study, the organisation’s strategic planner I failed to implement strategies that can form a high level of trustworthy relation among the staffs this result into the revealing of official as well as confidential information by anyone of the staffs to the media. On the contrary Walumbwa et al. (2017), sometimes, trustworthiness can develop through the fair, legal and justified framework, which assure all the organisational staffs that each of them get equal opportunities in every aspect of their organisational activities. In the case of the multinational organisation in the given case study, the organisation is unable to maintain fair practices in terms of dealing with pay condition in the plantation, which demotivates the staff. Therefore, it is important for the strategic planner to develop the proper strategies that can assist eth organisational official to maintain fair and justified practices into the framework which will motivate the staffs to maintain synergistic approaches and trustworthy relationship.

Ethical dilemma:

As stated by Shapiro and Stefkovich (2016), the ethical dilemma is the common issue that organisational staffs face during their operations. The ethical dilemma is the condition in which individual face severe difficulties in taking an appropriate decision between the two different moral imperatives. In the case study, strategic leader faces a severe ethical dilemma in terms of fulfilling the request of the staffs who reveal the commercial information if this company. According to Lawton and Páez (2015), in terms of dealing with ethical dilemmas, the organisational staffs need to consider which of the moral imperatives are ethical as well as right. In the case study, if the strategic planner hides the information about the staffs who reveal the commercial information of that organisation that spoils its reputation, it will be a breach to the organisational policies and codes of conduct. On the other hand, if eth strategic planner reveals the information about the staffs, he or she will be terminated from the office which will also be unethical and illegal to the staffs as he or she has leaked the leaked the information about the illegal doings of the organisation. Therefore this situation will pose severe ethical dilemmas on the organisation. On the contrary Babalola et al. (2016) argued that confidentiality needs to be maintained in the aspect of developing the transparency, fairness and justice in eth organisation rather hide the illegal activation. The author further stated that, if any of the organisational staffs reveal any information about the organisational illegal activities into public be considered as et unethical practices, rather it can be considered as ethical consideration which supports the fairness and bias less framework. Therefore, for dealing with this ethical dilemma, the strategic planner needs to evaluate the activity of eth staff and organisational ethics as well as codes of conduct.

Potential challenges and solution associated with cross-cultural management:

In terms of dealing with today’s fast-paced as well as ever-changing business framework, multinational corporations hire extreme diverse as multicultural workforces. As stead by Xu et al. (2016), cross-cultural management is important for managing the coordination and collaboration among staffs from eth different cultural background and perspectives. Although multicultural workforces are important for today’s business framework to introduce diverse ideas and innovative business thoughts there are some potential issues or risk associated with cross-cultural management. Following are the potential issues that are associated with eth cross-cultural management:

Unpredictable behaviour:

In multicultural workforces, each staff belongs to different culture, moral values and perspectives which set his or her belief and understanding. According to Lu and Lin (2014), in terms of managing the multicultural team in an organisation one of the most common challenges that organisational leaders face is unpredictable behaviour. In the given case study, the organisational leaders and manager face the same situation in terms of determining actual perspectives and understanding of their team members. As stead by (0, staffs in a multicultural team have their own decision, perspectives and understanding which set eth different priorities in their life. For example, some of the staffs in an organisation focus on time management to deliver job before the time. On the other hand some of the staffs prioritise the quality of task, in which they focus on maintaining eth quality transparency and justified work structure in the given case, the strategic planner needs to develop the innovative strategies that will assist the managers to evaluate the actual culture and perspectives of staffs, so they can improve their contribution towards the common goal of organisational rather than focusing on individual goals.

Compromising values:

As stead by Lawton and Páez (2015), the behaviour of any individual is the reflection of the culture in which he or she has been grown up. Culture sets the values, morality, individual choices and understanding. Although today business world work with the multicultural team in terms of getting the new ideas and thoughts, in most of the cases staffs prioritise their individual choices and decision rather than upholding the organisational values. Therefore compromising the overall values, morality and ethics of organisational are one of eth most common challenges in terms of maintaining the cross-cultural management. In the given case study, the staff who leaks the confidential information about the illegal doing to the organisation creaks the confidentiality of official information. Although this practice is unethical, this shows the cultural belief, understanding and individual perspectives of this staffs. The culture in which staffs have grown upset the beliefs that he or she will never compromise the unfair practices. Therefore, the thing the staffs have done is right as per his or her perspectives.

In this aspect, Xu et al. (2016) stated that multicultural team in an organisational makes it difficult for the organisational leaders to force the staffs to strive to the common organisational values rather than focusing on their own perspectives and values. In the given case study, the manager needs to analyse the cultural traits of the staffs in order to understand their behaviour and perspectives. This process will assist strategic planner of the given organisation to implement new strategies for maintaining proper cross-cultural management.

Conflict and misconception:

The multicultural workforce has a diverse culture that set individual opinions, ideas and beliefs. It is possible that to staff in the organisational will have the same understanding and opinion for dealing with the same task. During managing cross, cultural team manager can face severe challenges in terms of resolving the misconception and conflict among them? In the given case study, the organisation have to face the criticism by media, which can be considered as one of eth important outcomes of inner conflict within the organisation that result from, the poor cross-cultural management. As the company described in the case study is a multinational organisation. Therefore, it deals with multicultural staffs with different individual perspectives, values and understandings. This is the reason why one of the staffs reveals the commercial information of this organisation. According to Demirtas and Akdogan (2015), staffs from the different cultural background consider different organisational operation based on their individual perspectives rather not based on eth overall organisational needs. Therefore, for some staff the organisational decision is fair and justified, ob eth another hand, for other staffs the organisational decisions are unethical and irrelevant it the context.

Solution to these challenges:

Although there are the above-mentioned issues associated with cross-cultural management, there are possible solutions that can assist the managers to overcome these barriers which are as follows:

Strengthen communication with staffs:

As stead by Lu and Lin (2014), for dealing with the issues developed during cross-cultural management, organisational leaders need to emphasize strengthening the communication with their staffs. Through improving the communication process, the organisational will be able to analyse the actual differences among the individual perspective and thoughts within a multicultural team. On the contrary Shin et al. (2015) argued that, through communication, it is not possible to understand the individual perspectives in a multicultural team as it has several members, rather the managers need to track their daily operation in terms of understanding their actual priority factors based on which they work. In the case of the given case study, the strategic planner of the multinational company will set proper communicational strategy that improves interact of the higher official staffs with the lower staffs thereby reducing the communicational gaps. By making positive as well as effective interactional with the staffs who are involved in revealing the confidential information or the organisation, the strategic planner can make the staff understand about the organisational policies, duties and ethical rules. Moreover improves communicational process will assist managers to share each official informational about the organisational operation, to maintain to trustworthy relationship with them.

Analysing the staff’s culture:

Although it sounds quite difficult to do, then also organisational leaders need to conduct the perfect evaluation of the individual culture and behaviour of the staffs in a multicultural team. This decision has huge criticism and controversies, in which most of the evidence suggests that, in a multicultural team, management, the behaviour of staffs is highly unpredictable as it altering with the ever-changing demand and percent of eth client. On the contrary Lu and Lin (2014) argued that, although the behaviour and perspectives of organisational staffs are highly unpredictable, the organisational mangers need to conduct proper strategies to analyse the behaviour and attitudes of the staffs. In the given case study, if eth multinational organisational need to redeem its organisational reputation in front of the global business spectrum, the managers needs to track the activities, performance and overall success of each staff in the multicultural team. Through this process, the organisational manager of this company can understand the culture as well as an individual perspective of its staffs, based on which the staffs deal with each organisational needs.

Appreciating the cultural difference:

In an organisation, activity, as well as the behaviour of each staff, reflects his or her cultural background. Sometimes, staffs from the minority community are suffering from disrespect and bullying from their peers as well as higher officials. This process leads to high level of conflict, misunderstanding and opinion mismatch among the staffs, thereby making the market leaders failed to conduct proper cross cultural management. Therefore, the mangers need to appreciate and respect the different culture and beliefs of staffs in such a way that will motivate the staffs to contribute their innovative ideas and decisions in terms of improving organisation, profit and productivity. As stated by Shin et al. (2015), if all the staffs are trained to offer respect and dignity to each other's decisions cultural beliefs and perspectives, there would be synergistic approaches that will make a huge contribution to the organisational success. In the given case study, the organisational has already appointed a manager to analyse the individual culture, which assists the organisational leaders. With this analysis, the marketers of this organisational can offer respect and dignity to the cultural differences among staffs in terms of motivating their effort to improve their organisational productivity. Moreover, for ensuring that the multinational company will, not face any kind of allegation and criticism regarding confidentiality and organisational matter in the near future, the managers need to appreciate the cultural difference in the multicultural team that will maintain the trustworthy relationship among all the staffs in this organisation.

Appreciate the innovation:

Managers of an organisation need to allow the staffs to represent their individual viewpoint regarding any organisational matter. This process will make the staffs feel honoured and trustworthy, thereby improving their engagement with the organisational needs. As stead by Demirtas and Akdogan (2015), appreciating the innovative ideas and though delivered by the staffs from the different culture, managers of an organisational can improve the contribution and dedication of staffs towards the organisation’s common goals. In the given case study, strategic planner of the multinational organisational can develop some strategies that can assist eth managers to allow as well as motivate the staffs to share their individual thoughts and ideas in front of the higher officials. Through this process, staff can feel that they are an important part of this organisational, and their decisions are precious as well as crucial for the organisational success. Moreover, the strategic planner can use this strategy to deal with the issues which arise due to the request of the staffs who are involved in revealing the organisational information. By motivating the staffs to develop innovative strategies and decision for organisational the strategic planner can offer the second opportunity to the staff that can convince the other organisational official regarding important of the staff.

Reflection on own experience:

I am a management student and works on a project on cross-cultural management. During this project, I have faced some conflicts that are caused by the ethical decision which are follows

Opinion mismatch and misunderstanding is the common conflict issues that I have faced regarding developing any ethical decisions. As each team members has own perspectives and understanding, there ware severe argument on selecting UK based company, on which we will conduct the overall research. Another conflict that I have faced is about whether the time or quality is most important to complete this project successfully. I believe that time management is one of the important aspects which trains student how to achieve the expected grade by completing the project within the given deadline. On the other hand, some of my team members disagree with my opinion as they prioritise the quality of the project over time. Interpersonal conflict is one of the common conflicts that I use to experience while working in the team. In this aspect, there are opinion mismatch, misunderstanding and the misconception regarding any type of decision. Due to this type of conflict, I sometimes become unable to represent my viewpoint. It is important for the team members to understanding each other viewpoints as well as perspective while dealing with any type of decision-making process. Interpersonal conflict is the potential conflict that I have experienced. Intrapersonal conflict occurs within the individual. This conflict occurs in the individual mind which is associated with the psychological understand and own perspectives. This type of conflict leads to a high level of physiological disturbances to the individual so that the individual is not able to have proper decision-making ability as well as problem-solving skill. Intergroup conflict is another important conflict reading the decision-making process within the group. During this situation, I have experienced a mild conflict with my peers regarding implementing or choosing any type of decisions that can be relevant to the scenario.

Undertaking the critical analysis of the ethical decisions and contribute to the problem-solving skill:

Ethical decisions and moral values are important for eth individuals to take the appropriate decisions in each aspect of their life. In the given case study, the multinational organisational needs proper decision-making strategy and problem-solving ways which will assist eth organisational leaders to deal with any sudden challenges regarding the ethical framework of the organisation. As the multinational company allegedly charged of doing the unethical operation in term of dealing with the payment and condition method in the plantation, the strategic managers of this company need to form strategies that can assist the marketers in term of standardising their ethical framework. Denison making skill is important for the business to maintain the ethical as well as moral values in the organisation. In business, the managers and business leaders need to the proper problem-solving skill which will assist them to train the staffs in a proper manner regarding the way in which they can better maintain the ethical values in organisational framework. In the given case study, the strategic planner needs to have proper decision making power, which will assist the planner to take the proper decision about whether he or she will hide the details about the staffs who has revealed the confidential information of the organisation. Through using the decision making skill, the strategic planner of this multinational company easily understands what action he for she should take while dealing with the staff which is involved in revelling information. Moreover, innovative problem-solving skill is important for business leaders in order to deal with the ethical leadership issues in the organisation. In this aspect, the strategic planner of the organisation in the case study can improve his or her problem-solving skill to make innovative strategies which can assist the marketers of the company to deal with the criticism.

Recommendation:

Following are the recommendation to the strategic planner and leaders of the multinational company in the given case study, which will assist the company to deal with all the ethical leadership issues.

Developing moral values:

The strategic planner of this company should have the proper ability to develop an effective strategy that can assist the staffs to understand moral values and codes of conducts of this organisation. Developing moral value is one of eth important strategy that the organisational leaders need to implement into their business framework to compel all the staffs to follow the more values and regulation of the organisation.

Ensuring proper positive behaviours:

Managers of the multinational company in the given case study should emphasize of developing positive as well as highly motivated behaviour within the staffs, through developing positive behaviour inside the staffs, the organisational leaders can motivate as well as encourage the staffs in terms if following the organisational rules.

Enforcing policies:

By enforcing the policies and procedures in the organisational framework, strategic planner of the company can assist eth stats to follow all the rules and regulation proper manner. Through enforcing policies and procedures, the staffs of organisational can assist the organisational staffs to deal with the ethical issues. This process will also assist the organisational managers to maintain transparency fairness and justice into the employment system as well as the business framework.

Promoting community involvement:

Managers of the multinational company in the given case study should focus on improving the corporate social responsibility which will allow the staffs to involve in the community development. Through this process, managers of this company can develop the ethical and moral ideas into staffs’ mind, which is important for enhancing their competency and integrity within the organisation.

Conclusion:

This assignment concludes that ethical leadership is an important aspect in any business which is associated with maintaining the trust, justice, transparency and fairness in the organisational framework. The organisational in the given case study face some ethical leadership issue. In this aspect, the strategic planner of this company needs to develop important strategies that will assist the marketers in term of dealing with all these ethical issues. Finally, this study recommends some important ways that the manager of the company in the case study can apply to their organisational framework, in terms of eliminating the unethical situation in the near future.

Reference list:

Babalola, M.T., Stouten, J. and Euwema, M., 2016. Frequent change and turnover intention: The moderating role of ethical leadership. Journal of Business Ethics, 134(2), pp.311-322.

Brown, M.E. and Treviño, L.K., 2014. Do role models matter? An investigation of role modeling as an antecedent of perceived ethical leadership. Journal of Business Ethics, 122(4), pp.587-598.

Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), pp.59-67.

Dust, S.B., Resick, C.J., Margolis, J.A., Mawritz, M.B. and Greenbaum, R.L., 2018. Ethical leadership and employee success: Examining the roles of psychological empowerment and emotional exhaustion. The Leadership Quarterly.

Kimura, T. and Nishikawa, M., 2018. Ethical leadership and its cultural and institutional context: An empirical study in Japan. Journal of Business Ethics, 151(3), pp.707-724.

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