The paper "Contemporary Issues in Management" is a perfect example of a Management Assignment. Research on organizational leadership and business ethics has played an important role in creating awareness of the need for change in the management of business environments today. This requires developing new leadership visions aimed at pushing employees towards an environment of work that is highly flexible, dignifying and productive (Pereira et al 2009). Therefore, contemporary issues in management, such as Leadership and Ethics and Organisational Culture must be effectively handled by organizations to succeed in the dynamic business environment.
Ethics concerns values and morals individuals and members of an organization consider appropriate. It helps individuals decide what is wrong and bad or right and good in different situations. In regard to leadership, ethics describes who a leader is in terms of his or her character, actions and behaviors (Hesselbein 2013). Organizational culture is defined as a distinctive pattern of values, norms and shared assumptions that determine the symbols, ceremonies, language, rites and socialization activities of a group of people (Hellriegel et al 2004). Organizational culture allows employees to know how to approach problems within their work environment in the organization.
Therefore, the essay focuses on critically analyzing the impact of these two contemporary issues in management on the dynamic business environment. Leadership and Ethics Ethics plays a significant role in both a homogenized and globalized society since organizations are under a lot of pressure of competition in the business environment. This means that organizations are forced to search for new approaches to respond positively to challenges presented by changes in the business climate (Pereira et al 2009).
Therefore, ethics stimulates organizations and contributes greatly towards enhancing an organization’ s competitiveness and longevity. When combined with leadership, ethics help support the initiatives of the organization in responding to the requirements of the stakeholders (Tombaugh 2005). Leadership and ethics complement each other, but ethics is central to the leadership given the natural relationship that exists between leaders and followers in the business environment. Since leaders influence their followers, it implies that they can affect the lives of followers either positively or negatively (Yukl 2012). The nature of the leader’ s influence on followers depends on their character and behavior.
Given that leaders often have more power, it means that they have more responsibility with regard to the impact they have on the people they lead. According to Hesselbein (2013), it is leaders who influence employees to pursue and achieve common goals in the organization. It is therefore expected of them to respect employees and treat them with a high level of dignity; as people with distinctive identities. In the same regard, leaders play an important role in developing and promoting the values of the organization.
Therefore, the personal values of leaders determine the type of ethical climate that will be created in organizations (Souba 2011). Ethical leadership in organizations develops in respect to five principles which include service to others, respect to others, honesty, justice, and building community with others (Northouse 2013). These principles affect the relationship between leaders and employees and ultimately the performance of an organization. Leaders with ethics serve others and often behave in a fashion that is altruistic. Such leaders consider employees first and ensure that they support and nurture employees.
Leaders can portray service to others through mentoring, empowering, and supporting and building teams (Yukl 2012). Ethical leadership also involves treating employees with dignity and respect. This implies that leaders should their subordinates as ends in themselves and not as means to their personal ends. Respect for others by ethical leaders is an acknowledgment that subordinates have goals and ambitions to achieve and it represents employees as human beings with absolute value and worth to the organization (Hesselbein 2013). Thus, it helps create a working environment that promotes active listening, empathy, and tolerance for different points of view which are good ingredients in a high performing organization.