Building Trust and Confidence in the Workplace

The article highlights the importance of a leader's role in boosting team members' confidence and encouraging personal relationships among colleagues. It also emphasizes the benefits of networking, including sharing knowledge and ideas, increasing one's visibility, and raising one's confidence level. Additionally, the article stresses the significance of anti-discrimination laws, promoting diversity and equal opportunities for all employees, to create a productive workplace. The cost of not maintaining such laws is high, as it can lead to staff resignation, compensation claims, negative publicity, and harm to the company's reputation.

Running head: LEADERSHIP AND MANAGEMENT
LEADERSHIP AND MANAGEMENT
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1. Business Ethics, which is also known as Corporate Ethics or Professional
Ethics, examines the ethical principles or moral principles and the problems
related to it, which can be arrived in a business organization (Hoffman,
Frederick & Schwartz, 2014). It is applied to all the aspects of the business
conduct, the principles or ethics on which the entire organization conducts the
business. It refers to the organizational principles, standards, norms and
values, which governs the behavior and actions of the individuals within a
business organization. The business ethics covers the issues like corporate
governance, corporate social responsibility, fiduciary responsibility, insider
trading. Sometimes law guides the business ethics and in other times, it
provides the basic structure of how the business could choose the ways to
achieve public acceptance. The concept has been arising in 1960s when
companies want to raise an awareness of creating a consumer-based society
where concerns have been shown about social causes, environment and
corporate responsibilities (Crane & Matten, 2016).
2. Ethical leadership is the type of leadership, which originated from ethical
values and beliefs and related to display rights and dignity of others (Yukl et
al., 2013). The key elements of the ethical leadership are relationships and
integrity. Ethical leaders observe that all the employees of any levels in the
organization have been treated with respect and dignity, thus ensuring the
equal and fair opportunities in promotion and maintain a healthy environment
and workforce in the organization. They do not discriminate the employees
based on ethnicity, age or gender. Ethical leaders should be trustworthy and
willing to keep promises committed by him, thus, fulfilling the organization’s
purposes. The trust and mutual respect factors of the leaders to maintain a

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relationship with employees will create an environment where employees can
ask for any kind of help even apart from the business problems. Ethical leaders
should focus on integrity in the workforce. The leaders should honor the
commitments of him and others, thus, expect it from the business partners and
subordinates. The leaders maintain loyalty, transparency and should take
responsibility and in a way, he would inspire others to provide same behavior
(Lussier & Achua, 2015).
3. Ethical leaders should have characteristics of respectfulness, honesty and
community building. An ethical leader should show respect to and for the
others. It implies to treat others in a way that authenticates employees’ beliefs
and values. He should not utilize his subordinates as mediums for achieving
his own goals. Respecting others decisions, feelings and values implies to
listen to others effectively. He should be compassionate as well as liberal
when he hears the opposing viewpoints. Honesty is the essential
characteristics of an effective and ethical leader. An ethical leader, ignoring
the harmfulness and criticalness of the fact, can present the circumstances and
facts completely and honestly. He should not misapprehend any facts. The
ethical leader should have goal in community building procedure. He wants to
develop a community like workforce in the organization. He will show interest
on what would be the interest of the community and should work harder for
fulfilling the community’s goal (Yidong & Xinxin, 2013).
4. The three benefits of ethical leadership are, it helps the employees to make
good and effective decisions, it ensures the high productivity and it would help
to develop the bottom lines. Being an honest, respectful, and integrity-minded
the ethical leader would help the other employees to take their decisions in the

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working environment. The leader would take care for the emotions and values
of the others. Thus, other can be sure and confident about whatever decision
he or she is taking should be directed by the leader at the end. In a way, the
leader would help them to make any valuable or effective decisions. It can be
surely stated that if a firm has effectively an ethical leader, the production of
the firm will be growing day by day. In the way to build a community in the
firm, the ethical leader ensures the high productivity of an organization. All
the employees in this process are bound to produce effectively, thus helping
the firm to increase its business. As an ethical leader listens carefully the
problems of all the employees and guides them regardless whatever their
levels or ethnicity, race or gender is, it would help the bottom line employees
or primary- level employees to develop in the firm (Northouse, 2015).
5. The four styles of leadership include transactional leadership, transformational
leadership, democratic leadership and paternalistic leadership. The
Transactional leadership is a type of leadership, which motivates the
employees in a system through punishments and rewards. In this leadership,
the employees’ needs are identified and the organization provides rewards to
fulfill those needs in response to performance. The firm would be benefitted in
a way to goal-setting, increasing productivity and efficiency among the
employees. The transformational leadership is a type of leadership that
influences the employees’ perception and challenge and in that way inspires
them with sense of excitement and purpose. The transformational leaders
would arise with an idea or vision, communicate and inspire its team to fulfill
that. The effect of it on staffs is to change or transform their workforce. The
democratic leadership is a type of leadership where the leaders share his

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decisions with the team and in response; he accepts the group members’
ability in decision-making. His motto should be based on social equity. This
type of leadership is most effective and has potential to create high
productivity. The group-members can contribute better; provide some creative
ideas and solutions. It would also increase the group morale. Paternalistic
leadership is a type of leadership when leaders behaves just like parents and
shows care and concern for the team-members. In response to this type of
leadership, the leader receives loyalty and trust from his members. In the
paternalistic leadership structure the relationship between the leader and the
team-members are very solid and it is expected that the employees would
remain in the firm in long term as the relationship is based on loyalty and trust.
They treat and behave with each other just like a family member (Pawar,
2014).
6. Path-goal theory is one of the leadership theories that focus on how a leader
motivates his subordinates for fulfillment of the goal. In path-goal leadership,
the leader defines the goals, clarifies the path, removes obstacle and provides
support for his employees. The leader should be directive, supportive, and
participative and achievement oriented. He provides instruction of a task, the
expectation from the task and timeline of the task. He instructs his
subordinates how this task could be done. He should be approachable and
invites his subordinates in the decision making process. The application of
path-goal leadership in the work is that it aims at to enhance the employees’
performance by putting attention on to employee motivation and in this theory,
it is expected that the employees would be motivated. This theory is very
complex but pragmatic in nature. In path-goal theory, the leader has to choose

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a leadership style that would supplement what is not there in the working
place and increase the chance of success and productivity of the employees
(Rosenbach, Taylor & Youndt, 2012).
7. Participation of employees in the decision-making procedure helps in value
creation in the organizations (Ferrell & Fraedrich, 2015). There are number of
ways to encourage and involve an employee in the decision making process. It
could be by asking for suggestion, job enrichment and collective bargaining.
The leader should encourage his subordinates to suggest new ideas that can
work well especially on waste management, cost cutting, reward system,
safety measures and various other issues. Developing a well-developed
procedure that would make values to the organization, the management and
the leader can create a beneficial work culture and healthy environment. Job
enrichment is another way to invite employees in decision-making. Job
enrichment, which focuses on adding rewards and motivators to the job
profiles of the employees offers using their judgemental skills while tackling
day-to-day work related problems. Collective bargaining refers to a process
when the workers participate by deciding and obeying definite rules and
regulations (Avolio & Yammarino, 2013).
8. Change management strategy depends on various factors. However, the
management should determine what should be changed, the particular type of
change to make and how individuals has been affected by the change. The
organization can think about to change its people, technology and structure-
this include what should be changed (Hayes, 2014). The particular type of
change would depend on the kind of changes the company wants to make.
However, if the company wants the structural change it will imply

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modification of the organizational structure. The people change is influenced
by the employee’s attitudes towards the productivity and profit of the
organization. The technology change is a particular type of change when a
company wants to change its technological applications to improve its
productivity (Goetsch & Davis, 2014).
9. A leader can build trust among its team members by portraying himself as an
example that he trusts his team, his co-workers and his boss. However, if a
leader communicate openly with his team members and try to understand the
problems of the members it will automatically generate trust and confidence
(Lussier & Achua, 2015). The team leader should define the purpose of his
team and the personal role of each team members. He should encourage his
team members to ask questions. Another way to building trust is not to blame
team members for mistakes. The leader should encourage everyone and point
out m mistakes in constructive methods. It will also help to raise the
confidence level among employees. Thirdly, if a leader encourages its
subordinates to look each other as people and communicate about personal
interest it can be helpful to build a personal relationship and eventually it will
create trust and build confidence among team members (Goetsch, & Davis,
2014).
10. Networking has many benefits including sharing the knowledge, raising the
profile and raising confidence level. Networking can be used in sharing
knowledge and ideas. It can be client’s feedback or any information sharing.
When you will know the other perspective from other people through
networking it will automatically increase your knowledge. Being visible is a
great benefit in networking. By attending social events regularly, the people in

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the networking sites will start to identify you. Regularly networking will help
one to increase one’s confidence level as it pushes someone to talk with
unknown people as a business purpose (Awolusi, 2012).
11. The five pieces of legislation that a manager should aware of are promoting
and supporting diversity, adopting policies that support anti-harassment,
promoting the company’s commitments on diversity, providing awareness and
training in workplace and holding all employees of the organization
accountable. Legislation and policies protect employees from discrimination
and promoting diversity. The organization should provide guarantee to its
people that they have been treated equally regardless whatever the race,
ethnicity and sex are. The company has to provide training program whenever
it is needed. Through legislation, an organization offers inclusive and
supportive workplace system to its employees (Mayer et al., 2012).
12. All employees in the workplace should be treated equally. They should get
the job based on merit only. However, anti-discrimination law provides equal
opportunities for all the employees. The advantages of this law are that the
best candidate gets the job, creating the productive workplace by promoting a
non-harassing and non-threatening working environment and reflection of
diversity in the market. Each candidate in the workplace should be treated
equally, irrespective of what the personal characteristics are. It will help to
increase the productivity of the company. The non-harassing situation will
ensure the employees’ security in the workplace and the company will not
facing any legal discriminatory harassment (Chemers, 2014).
13. The cost of not maintain the anti-discrimination law is that it could reduce the
overall productivity of the company as it might possible that staff would resign

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due to discrimination. The company could have paid the compensation for
discrimination or harassment to the employee. In New South Wales, the upper
limit of the cost is $1000, 000 and federally it has no limit (Hoffman,
Frederick & Schwartz, 2014). It will promote negative publicity of the
company in the market and the company’s reputation could be hampered
(Lussier & Achua, 2015).

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