Ethical Leadership
Guided Response: Respond to at least two of your classmates'
posts.
BRUCE’S POST:
An organizations ethics and values see through the public and
staff's perception can determine the impact of the organizations
and along with the financial impact the organization could have
from an unethical fall out. The leadership that has ethics is
leadership that is conducted by the leaders is driven by the
leaderships values and standards of ethics. Ethical leadership is
an action that is deliberate to perform and conduct ones self
ethically. Ethically leadership can inspire and motivate their
staff and direct reports. Leadership has great influence and
power. The leaders needs to conduct their self so they are
responsible for their actions. This builds a reputation for the
leader and for the organization. Leadership with good ethics
can build positive relationships with others and are committed t
o developing the potential of others, and they anchor their deci
sions and actions in ethical and moral principles" ( Warrick,
2016). Behaving and conduct your self as an ethical leader can
be observed by others and can influence others to behave in the
same manner.
The impact of ethical leadership ethical leaders is observed by
others. This can help others behave in such manner. Ethical
leadership can build trust, bring rapport with leadership and
employees, can help employees feel part of the organization,
and other internal impacts. External impacts can bring customer
appreciation and the ethical reputation can bring in new
customers along with keeping the current customers. Ethical
leaders also can impact the organization with dedicated
employees. Ethical decisions on growth and equal guidance for
employees will impact employees to be inspired, motivated, and

create a culture driven by that respect and trust.
References:
Warrick, D. D. (2016). Leadership: A high impact approach.
Bridgepoint Education.
IRMA’S POST:
All companies are expected to follow one of the most important
ethical philosophies known as ethics and social responsibility.
Honesty and ethics are two important values that employees
want from their leaders that align with the integrity, values, and
principles of the organization (Warrick, 2016). Along with
companies striving for ethical business practices managers and
especially executive leaders must have an understanding of its
importance and lead by example to guide their teams and
employees (Warrick, 2016). No matter the size of the company,
small or large, all employees have an obligation to adhere to
and practice ethical decision making to create a strong corporate
culture that minimizes legal risks. According to Warrick (2016),
“people want leaders whom they can trust to tell the truth and
be straightforward in their dealings. Employees want leaders
whom they can count on to have high standards and morals and
do what is right” (sect. 8.3). Consequently, businesses will
create values to align employees with the right way of doing
business and provides as the foundation necessary to maintain
the Company’s good reputation and continued success in the
business community. Demirtus (2015) stated, “ethical leadership
refers to the actions, talks, and other behaviors which consist of
appropriate norms” (p. 273). Leaders set the tone for their
employees by creating an ethical workplace and also lead by
example for employees to replicate those behaviors (Warrick,
2016).
Conversely, unethical practices can cause long-term damage and
impact to the bottom line in several ways. Unethical practices

can impact personal and professional relationships such as
losing trust and respect and can damage one’s reputation and
character including consideration for future promotions and
possibly losing one’s job (Warrick, 2016). Unethical behavior
can create emotional and mental issues to other employees
feeling overwhelmed and stressed with fear of reporting the
situation to someone or fear of retaliation (Warrick, 2016).
References:
Demirtas, O. (2015). Ethical leadership influence at
organizations: Evidence from the field. Journal of Business
Ethics. 126(2), 273-284. https://doi.10.1007/s10551-013-1950-
5Links to an external site.
Warrick, D. D. (2016). Leadership: A high impact
approach. Bridgepoint Education. Retrieved
from https://content.ashford.edu/ (Links to an external site.)
Ethical Organizational Culture
Guided Response: Respond to at least two of your classmates'
posts.
TARA’S POST:
It is found that ethical leadership is positively and significantly
associated with transformational leadership, transformational
culture of the organization, contingent reward dimension of
transactional leadership, leader effectiveness, employee
willingness to put in extra effort, and employee satisfaction
with the leader (Toor & Ofori, 2009). A leader’s ethi cal
behavior outlines and molds the organization’s ethical culture
directly and indirectly. The leader’s ethical behavior directly
impacts the ethical organizational culture because the leader’s
subordinates, followers, and everyone associated with the leader
within the organization will operate based on the leader’s
values. The leader’s ethical behaviors will indirectly impact the
organization through the leader’s association with the
organization in the public’s eye. For example, if a leader

behaves unethically outside of the organization, people will
form opinions and assumptions about the organization’s ethical
culture solely based on the leader’s affiliation and rank within
the company. S. Truett Cathy, the founder of Chick-fil-A, was a
leader whose ethical values, directly and indirectly, impacted
the organization’s ethical culture. His Southern Baptist
upbringings were incorporated into the ethical values of the
company. The customer service and values of Chic-fil-A
employees are shown through and true (Lorinc, 2014).
Indirectly, S. Truett Cathy’s stance on LGBT relations has
yielded the entire company bad reactions from the company that
led to people protesting at the restaurants across the country and
taking their anger out on employees.
Unfortunately, a leader’s connection to an organization provides
that public and private morality cannot be distinguished. It is
not uncommon to read about business, political, and other
leaders who had their careers and personal lives ruined by
unethical behaviors (Warrick, 2016). In a world of advanced
technology and the convenience of communicating with millions
at the click of a button, leaders are now under scrutiny more
than ever. For this, it is always important for leaders to
demonstrate ethical conduct. In the past, public and private
morality remained separate which allowed for good leaders who
were bad people. The notable Mahatma Gandhi, for example,
lead the successful campaign for India's independence from
British rule, was an Indian lawyer, an anticolonial nationalist,
and a political ethicist who taught celibacy but did not practice
it and led questionable unethical practices regarding sex. His
regrettable behaviors (as he referred to himself in his
autobiography: The Story of My Experiments with Truth) did
not discourage people from following or devaluing his
teachings. In today’s world, however, a simple photo – even if
vacationing in an entirely different company – can yield
backlash to the leader and the organization.
When it comes to improving ethical values in an organization, a
leader behavior is most important – only a hair above employee

training. Having a code of ethics is just as useful as having a
book that tells you how to live a good life but instead of being
read, it is used as a booster seat. As alluded to earlier in this
discussion, the leader’s ethical and moral values set the tone for
the entire organization’s ethical and moral behaviors. An
organization can only operate within the limits set by the leader.
An unethical leader sets no limits, which allows for an unethical
organizational culture.
References
Lorinc, J. (2014, September 08). Chick-Fil-A Founder Credited
His Success To Christian
Principles. https://www.npr.org/2014/09/08/346879504/chick-
fil-afounder-credited-his-success-to-christian-principles (Links
to an external site.)
TOI Q&A (2014, August 16). Gandhi was obsessed with sex –
while preaching celibacy to others: Kusoom
Vadgama. https://timesofindia.indiatimes.com/blogs/the-
interviews-blog/gandhi-was-obsessedwith-sex-while-preaching-
celibacy-to-others-kusoom-vadgama/ (Links to an external site.)
Toor, S., & Ofori, G. (2009). Ethical leadership: Examining the
relationships with full range leadership model, employee
outcomes, and organizational culture. Journal of Business
Ethics, 90(4), 533-547. Retrieved from the ProQuest database
Warrick, D.D. (2016). Leadership: A high impact approach.
Bridgepoint Education
NICKY’S POST:
Can a leader’s public and private morality be distinguished?
Should they be?
I believe whether or not a leader's public and private morality
should be distinguished is dependent on various factor; such as,
is what they are doing in their private lives a moral conflict
with their profession? Also, whether or not any laws or
company policies are being broken. It is also very important
that the organization clearly define what they deem as "moral"
and how employees should conduct themselves on and off duty
hours.

Can a bad person be a good leader?
I believe similar interest, personal gain, and charisma are
factors that are taken into consideration when constituents
determine whether or not someone is a good leader. The
definition of "bad" is often subjective, even in extreme cases.
For instance, Hitler was an atrocious man but was able to rise in
power because he was charismatic and a capitative speaker.
Therefore, those who had the same ideologies would not
consider him to be a "bad" person and (sadly) he was very
effective in dominating Europe and attempting to create a
"master race".
Why is it important for leaders to demonstrate ethical conduct?
Leaders should be a reflection of the company and their actions,
even while off duty, can ruin the reputation of the organization.
Aside from public reputation, employees should be able to look
leaders as a moral compass as to what they should and should
not be doing. Failure to demonstrate good ethical conduct could
potentially disrupt the cohesiveness of the work and reduce the
amount of trust between employees and leadership.
Which is more important for improving ethical values in an
organization: a code of ethics, leader behavior, or employee
training?
It is difficult to place code of ethics, leader behavior, and
employee training at higher important as the other and are all
equally important. However, I believe that ethics within the
workplace starts with employee training. During onboarding,
clear guidance should be provided to all employees, no matter
Article:
Amy Kupps, a NC high school history teacher, was fired from
her position once her school found out she had an active Only
Fans account (a site where members post content (sometimes
adult content) and people pay a subscription to see the
content). Her employer was made aware of the account only
after a jealous ex-partner (who is also a teacher and also
encouraged her to create the account and helped with the

content while they were together) alerted the school.
It should be noted that the site is legal and all subscribers
should be 18 years or old, her profile was private and the only
way to see her content is to become a subscriber, and none of
her content pertained to anything relating to her profession as a
teacher. She created the account to make extra money and made
upwards to over 150 thousand. Clearly, this amount is well
above her salary as a teacher, however, she loves history,
teaching, and her students.
In this instance, the school felt as though Kupps reputation as
an adult content created would reflect poorly on the school and
possibly have a negative impact on other teachers, parents, and
students.
OnlyFans fired teacher for having an account - American
Post (Links to an external site.)
Reference:
Warrick, D. D. (2016). Leadership: A high impact approach.
Bridgepoint Education.
Characteristics of Leader Effectiveness
The purpose of this assignment is to examine similarities and
differences in characteristics of effectiveness for several
familiar leadership roles. In a three- to four-page paper
(excluding the title and reference pages)
· Identify the characteristics by which the effectiveness of the
following leaders might be evaluated: an assistant coach, a
teacher, and a minister. Prioritize and explain the rationale for
these characteristics.
· Discuss the ethical issues or challenges associated with
prioritization.
· Compare and contrast the extent to which there are unique or
similar characteristics across the different roles, and the extent
to which the criteria are measurable. For example, some of the
characteristics you might identify for the role of assistant coach

might include the leadership behind a team’s win-loss record,
player perceptions, team morale, etc.
Your paper must be formatted according to APA style as
outlined in the Writing Center, and it must include citations and
references from the text and at least two scholarly sources from
the University of Arizona Global Campus LibraryRequired
Resources
Text
Read the following chapters from Leadership: A high impact
approach:
· Chapter 2 Preparing to Lead
· Chapter 8: Organizational Skills
Recommended Resources
Article
Appelbaum, S. H., & Roy-Girard, D. (2007). Toxins in the
workplace: Affect on organizations and employees. Corporate
Governance, 7(1), 17-28. Retrieved from the ProQuest database.
Svensson, G., & Wood, G. (2007). Sustainable leadership
ethics: A continuous and iterative process. Leadership &
Organization Development Journal, 28(3), 251-268. Retrieved
from the ProQuest database
Toor, S., & Ofori, G. (2009). Ethical leadership: Examining the
relationships with full range leadership model, employee
outcomes, and organizational culture. Journal of Business
Ethics, 90(4), 533-547. Retrieved from the ProQuest database
Multimedia
INTELECOM (Producer). (n.d.). Character, trust and
leadership (Links to an external site.) [Video file]. Retrieved
from
http://searchcenter.intelecomonline.net/playClipDirect.aspx?id=
4870EEC7664070BB9915C7C9656B6ED52CB70524C8408AA5
D1E8A2CCEE4B1C8565566FAD570F44180255CC66E101FD3E
514D4AEADA7D0DE2