Ethical Leadership Approach and Kurt Lewin’s Forcefield Analysis Model at The Metropolitan Police

Contents
Question 3. Ethical leadership approach..................................................................................................1
Question 4. Kurt Lewin’s Forcefield Analysis Model, explain the driving forces and resisting forces for
organisational change at The Metropolitan Police...................................................................................2
Question 3. Ethical leadership approach

Ethical approach of leadership is defined as the art of influencing the other people or
subordinates and provides several new guidelines to them, so that they can effectively make the
decisions in the ethical form such as the morals, trust, accountability, mutual respect, fairness,
ethics, accountability, honesty and many more. If the Metropolitan Police will hire the new heads
who will going to adopt ethical leadership approach, it result in developing the equal strategies
for each and every employee working in the business organisation. The main objective of
bringing or hiring new leader in the Metropolitan Police is to treat all the employees equally and
not make any difference on the basis of ethics. It has been analysed that the leaders of a business
organisation directly effect the employees and they also help the organisation to behave in more
ethical manner. Through providing the several directions to the ethical behaviour, all the
subordinates and employees in the organisation will work in an effective and efficient manner. In
simple words, it can be said that the ethical leaders can influence the subordinates in more
appropriate and positive manner. Through hiring ethical leader in the respective business
organisation, it will bring the credibility and enhance the reputation of respective business
organisation in the market. The unethical behaviour of leaders in The Metropolitan Police result
in the automatic damage in the brand image of organisation. Below mentioned are teh several
ways in which the ethical behaviour of leaders can affect the organisation:
 Increase sense of belonging: When corporate and individual values are aligned and
ethical principles are adopted, the general well-being of all is increased. This creates a
positive atmosphere that strengthens and encourages ethical behavior, and creates a
positive loop that everyone feels at ease and with the right attitude to do their best
(Sharma, Agrawal, and Khandelwal, 2019).
 Improved relationships with customers: Customers will recognize ethical leadership and
cultural values and will feel that they have made a good decision to work with your
company when they witness it. This encourages them to continue to do business with in
the increasing their reputation as one of the fairest players in the market.
 Respect from society and communities: Organizations led by ethical leaders are
respected and valued because they set an example for others. These are the types of
companies where people want to work, do business, and emulate in their own business.
 Support in time of crises: The world is changing rapidly, and businesses face numerous
challenges. People, on the other hand, want ethical leaders and the companies for which
they work to thrive. Having a leader who acts ethically, with kindness and respect, can be
the ticket to overcoming adversity (Sarwar and et. al., 2020).

There are several ethical values Managers and Leaders need to have to be successful while
adopting Ethical approach of leadership. Some of them are given below:
Honest: Honesty makes ethical leaders worthy of the trust that others place in them. This means
that leaders are committed to presenting facts, dealing fairly with their competitors, and
communicating honestly with others.
Justice: Being fair means treating everyone equally, providing opportunities without favor, and
condemning improper behavior or manipulation, or other behavior that may harm someone.
Means.
Respect: Ethical leaders respect others around them, regardless of their position or distinguishing
traits. This means that they listen to all stakeholders and promote inclusion and diversity of
values (Boak, G., 2021).
Dignity: Honesty is shown when values, words, and actions are consistent and consistent.
Speaking is not enough. The organisation have to walk the way to show the integrity.
Responsibility:. Responsibility means accepting responsibility, accepting the power and
obligations that come with it, always responding quickly, and confronting difficult situations.
Transparency: Above all, transparency is about communicating with everyone involved. It means
having an open dialogue, accepting feedback, and disclosing the information that others need to
do their jobs.
All the above are the manners which bring the Metropolitan Police towards the success as it add
the effectiveness and efficiency in the performance and operations of leaders.
Question 4. Kurt Lewin’s Forcefield Analysis Model, explain the driving forces and resisting
forces for organisational change at The Metropolitan Police.
This analysis defined and suggest that all the two forces signify the equilibrium between
them that pulls in reverse directions. For instance, this analysis stats that why the pan can be
place on the table top without it falling through the table. In General words the analysis stats that
this is conducted when there is need or knowledge of understanding.
Restraining gad n driving forces- two primary components of the Lewin force filed analysis are
restraining forces and driving forces. These two elements determine a being’s statue of the
equilibrium. The driving forces are constructive, optimistic and economic elements which lift an
object. In relation to the Metropolitan Police, there certain restraining and driving forces which
are mentioned below: