The paper “ Lockheed Ethics - Dealing with Leadership Ethics Problem" is a dramatic example of an essay on management. Terris's notion on the effectiveness of the Lockheed program is denouncing and does question the program citing several loopholes which the program omitted in its event to address ethics issues in the top management of the business in the corporate world. In this paper, Terris identifies and points out some of the problems that led to him questioning the program. In my view, Terris is right in his sentiments. Terries says that the Lockheed program did not address the system but rather the people.
The people working in most of the companies in the world and especially at the apex level of leadership tend to follow the set systems in their working (Daniel, 2005). Whereas culture I believed and supported by most of the people leading or working in a firm, the adherence to it is what causes the ethics issues an aspect that Lockheed omitted in the program. The creation of several vulnerable areas in a corporate is dangerous as far as the credibility of the corporate to the public who happens to be the main reason for the corporates I at the verge of being destroyed.
The vulnerability in the future of the corporates is being caused by the lack of efficiently addressing the adverse effects of leadership without ethics. Addressing the negative results would have aided inefficiently enacting policies that would lead to the top leadership practicing ethical behaviors in their undertakings. The program lacks to handle the issues that determine the impact of a corporate in the regional communities, the broader nation, and the entire world.
Lack of treating these issues with the seriousness they deserve will lead to a negative impact. Lockheed in his program leaves several questions unattended regarding the relationship between the senior leadership of a corporation and its employees and the outer world of customers and also the competitors (Daniel, 2005). The face of the corporate in the outside world determines its market, level of competition and its ultimate success and development. Ethical trainingEthical training as put forth by Lockheed is not substantial to assist in tackling the problem of ethics among the top leadership in the corporate.
First, the training program that the senior leadership is said to be trained with is of the question considering their level in leadership. The leadership of the corporate is seen to be in a complicated situation when compared to regular employees. The guidance is seen to require special skills and their demand as far as ethics is concerned is high; their requirements in dealing with issues are demanding and this keeps the leaders at a position that needs special training. According to Terris, the fact that leadership is seen as complex does call for the complex training program (Daniel, 2005). The top leadership is involved in the facilitation of the ethical training program.
The direction, however, stands as the main decision-makers as far as the critical issues in the corporate procedures and activities are concerned. The issues that need the decision from the leadership is in most cases an issue that profoundly affects the ethical life of the administration. The leadership in their position to make these decisions may make them in an unethical manner that is somewhat favorable to them.
This has been described as a case of hypocrisy. Lockheed puts across the point that the top leadership of the corporate in their hypocrisy nature makes the training process void and ineffective. Due to a lot of work-related stress that the top leadership encounters, strong ethical program is needed in this case as the leadership suffers from a subtle value erosion (Daniel, 2005). Dealing with a leadership ethics problemTo adequately address the issue of lack of ethics in the apex level of leadership in a corporate.
The training programs can be designed in a way that puts the exact emphasis and seriousness that match the leadership problems. Each level of leadership should be accorded training that coincides with the complexity of the situation and the specific problems. The leadership position suffers ethical temptations and problems when compared to the other employees; the training program, therefore, requires special attention and that which is according to the issue and the individual in context The corporation can strengthen and formalize the training office which has the mandate to advise the top leadership and monitor their actions.
More informal consultations between the officers and the top leadership can be allowed as it makes the activity more engaging and open between the parties. This program, however, is more effective to those people who have already made up their minds and are inclined to the positive side concerning the ethics (Daniel, 2005). These are the leaders that have reflected in their minds the negative effects of lack of ethics and had the urge to transform for the better. Appointment of the members of the board who possess special ethics training skills if done will change the face of the training staff and more so the substance of training.
In so doing, the audit and ethics committee in the corporate leadership will be particular in handling the ethics problem as they will be more conversant with them as compared to the external training officers (Daniel, 2005). According to the expert's view, strong corporate training programs for leadership and employee ethics should begin the provision of support and admirable good character at the top leadership of the corporate. Through open confrontation and discussion of problems that affect the training program firsthand, the ethical issues among the organization leadership are easily confronted.
The openness in the discussion is seen to have positive results and results in a change in the morale of the corporate members and a good increase in the community confidence in the corporate. A corporate that confronts its problems openly and solves the issues internally preserves its image to the society and most importantly their customers.
Address ethical issues as a groupThe ethical problem in institutions has been according to Lockheed dealt with by confronting an individual and leaving alone the group dynamics that for now are an issue according to Terris. To help eliminate this problem, Terris suggests that the issues can be addressed through a group discussion as a start. Confronting a problem as a group will help raise almost all of the issues that face the stakeholders as a group; which makes one go wrong ethically due to group dynamics. In a case of group dynamics, the problem becomes difficult to individually cope with in most situations; looking at the causes of the problem as a whole rather than confronting the individuals involved may be successful (Daniel, 2005). By assessing the corporate culture in the event to deal with an ethical problem the yields could be decisive.
Many are the times that the collective problems in an organization are mostly fueled by the culture and systems that control the day to day activities of the organization. The vulnerability cases and areas in the culture of an organization could be confronted in assessing past events or wrongdoings.
This prior vulnerability could also assist in determining the current ethical situation. The study of the past consistent events could help the ethics officers in coming up with an answer to the possible causes and forces that lead to people committing ethical wrongs in the future. The ethical problems done collectively should be dealt with collectively as well. The solution to these problems is also a joint solution that applies to a group rather than an individual (Ethical systems-leadership, 2017). Rewarding ethical leaders will go a long way in dealing with common ethical issues.
Due to their anonymity nature, collective issues are hard to ascertain those responsible and therefore treat the issue as a group responsibility. However, there is always a cause, and a starter of the collective ethical issues be it the culture of past events and rewarding those who go the extra mile in adhering to the ethical values. Rewarding on the ethical leaders (those who encourage and influence those in the same group to be ethical) will lead to more influence, and in the long last all the team will be uniform in their thought in acting ethically.
This move may work well in gradually changing the organizational culture as far as adhering to ethics is concerned (Ethical systems-leadership, 2017). A change in the ethics culture of an organization is a good move in building the cooperate face to the world.