Ethical Leadership Strategy Implementation

The provided content is a list of references, including books and journals, related to leadership studies. The sources cover various topics such as ethical leadership, organizational behavior, and leadership styles, with authors from around the world contributing their perspectives and research findings.

Leadership
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Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK ...................................................................................................................................................3
Distinguish between differing models of leadership (trait and behavioural model)........................3
Contrast individualistic notions of leading with those of leadership...............................................6
Evaluate a range of contexts in which leadership operates ............................................................8
References..........................................................................................................................................12
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INTRODUCTION
Leadership is a research or a skill related to the ability and capacity of the individual person
which has required to guide or influenced the followers. For getting success and new opportunities,
one should have leadership skills. Leaders influence other employees for doing work effectively and
to maintain loyal and trust worthy relationships with each other (Selznick, 2011). The qualities
possessed by the leader are attractive personality, behaviour, effective management skills,
interpersonal skills, values, proper vision, etc. For an entrepreneur, leadership helps in managing
the work of employees and and achieve the objectives of the business in more effective manner.
The qualities possessed by the entrepreneur are dissatisfaction from the present situation, taking
advantages of unfair advantages, etc (Aaker and Joachimsthaler, 2012). Monitoring and controlling
helps in achieving objectives and goals of the organization effectively and efficiently. Various kinds
of training are provided by the organization for improving the leadership skills of employees as they
know their importance of growth.
This study has based on the differences between various leadership models, the areas in
which leadership theories and styles are applying context in leadership operates, various leadership
approaches, formulation and implementation of ethical leadership, analysis of ethical leadership,
description of cognitive skills, problem solving skills, communication skills and self-management
skills (Hargreaves and Fink, 2012). At the end, the whole study will concluded which will define
the role of leadership for an entrepreneur.
TASK
Distinguish between differing models of leadership (trait and behavioural model)
Leadership models guide companies to improve their performance, behaviour, etc for
achieving the decided objectives and goals. Different companies use different models for improving
their working environment. Chhokar, Brodbeck and House, 2013, has asserted that “Leadership is a
continuous and dynamic process and by analysing the effective leadership models, organisations
can achieve their objectives effectively ” (Chhokar, Brodbeck and House, 2013). Similarly Raelin,
2011, has said that “Use of leadership model in work processes depends upon the types and
activities of the company” (Raelin, 2011). On the other hand Ciulla, 2014, has demonstrated that
“Use of inappropriate leadership models, theories and approaches results to big loss to the
enterprise” (Ciulla, 2014). In respect to these statements, companies need to analyse their current
situation and as per the obtained outcome they should use appropriate model for improving their
current situation.
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Walumbwa, and et.al., 2011, has found that “Leadership models also depends on the type of
leadership which the company is using i.e. task oriented leadership or people oriented
leadership”(Walumbwa, and et.al., 2011). On the other hand, Kalshoven, Den Hartog and De
Hoogh, 2011 it has given more emphasis on the behaviour of leaders by stating that “the leadership
models used by the enterprises helps them to select particular leadership style for achieving their
goals” (Kalshoven, Den Hartog and De Hoogh, 2011). Similarly, Avey, Wernsing and Palanski,
2012, has concluded that “The Four Framework Model uses political framework, human resource
framework, structural framework and symbolic framework for suggesting leadership behaviour in
the particular situation ” (Avey, Wernsing and Palanski, 2012). For example, at the time of structural
change of Virgin Group, structural framework is followed by the company for effective outcomes.
On the other hand, Eisenbeiss, 2012, has declared that “for motivating, guiding, empowering, etc
for the team members human resource framework is more beneficial as compare to other
frameworks”(Eisenbeiss, 2012). Similarly Kim, and Brymer, 2011 has researched that “One good
leader such as Richard Branson who is a founder of Virgin Group has stated that with the help of
human resource framework, it can increase the participation and support of employees” (Kim, and
Brymer, 2011). In respect to this, Sir Richard Branson is one of the famous leaders who uses
leadership model for creating fun with work, proper communication, increase concentration, etc.
In contrast to the above statements Ruiz, Ruiz and Martínez, 2011 has asserted that
“Managerial Grid model is formed by the four level which are Authoritarian, Country Club,
Impoverished and team leader ”(Ruiz, Ruiz and Martínez, 2011). Similarly Walumbwa,
Morrisonand Christensen, 2012, has stated that “the focus of managerial grid model is on people,
their task and relationship with the other team members ” (Walumbwa, Morrisonand Christensen,
2012). For example, Hotel Marriott uses this model to grade their employees to check their
performance. On the other hand Loi, Lamand Chan, 2012, has said that “the model does not give
emphasis to the internal and external constraints and situations occurred in the organisation” (Loi,
Lamand Chan, 2012). Similarly Derue and et.al.,2011, has explored that “For handling the situation
and circumstances it is better to apply situational model rather than managerial grid”(Derue and
et.al.,2011). In favour of this statement, Moran, Abramson and Moran, 2014, has been found from
his research that “Leader using situational model is the one who considers behavioural change as a
process rather than an event” (Moran, Abramson and Moran, 2014). With relate to these statements
it is found that, effectiveness of situational leadership model depends upon the guidance, direction
and support provided by the leader to their employees. For example, Jack Stahl, president of Coca-
Cola (1978-2000) and CEO of Revlon (2002-2006) is considered as a situational leader as he used
to apply strategies according to the situations and this approach always gave him best outcomes.
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From the research of Zott, Amit and Massa, 2011, it has been found that “Contingency
Theory is similar to the situational theory but the difference is that it gives importance to leader's
personality and decisions during the time of any critical situation” (Zott, Amit and Massa, 2011). In
respect to this statement,. Robbins and et.al., 2013 has further explained that “Before applying
contingency model, leader should firstly identify his leadership style, identify the situation and then
selects this model” (Robbins and et.al., 2013). In contrast of these statements........, has declared that
“Contingency model is not a flexible model, it says that leaders should change themselves
according to the situation” (). Similarly Robertson and Timperley, 2011, has asserted that “As per
this model, if a leader is not performing well then in such situation, it is better to adopt the new
leadership style rather than replace that leader with someone else” (Robertson and Timperley,
2011). For example, Steve Jobs of Apple Inc, used this method for empowering his employees. He
was an autocratic leader who used to take tough decisions and fired employees due to their low
performance rather than giving them a chance to improve themselves.
Hallinger, 2011 has concluded that “Behavioural model helps in understanding the
behaviour of leaders and results in determining their leadership styles” (Hallinger, 2011). In favour
of this statement. Johnstone and Manica, 2011 has found that “Behavioural model results in
understanding that whether the leader is task oriented or people oriented (Johnstone and Manica,
2011). For example, Jack Stahl is considered as a detailed orientated leader who used to encourage
his employees and other staff members to focus on details for effective micro management. For
putting employee experiences to good use he used to conduct various training programs and
activities (Situational Leadership. 2016).
On the other hand Selznick, 2011 has declared that “Trait based model and functional
models give more emphasis to the working and performance of the leaders and their team members
instead of their behaviour” (Selznick, 2011). Similarly Aaker and Joachimsthaler, 2012, has found
that “for achieving the organisational goals and objectives it is better to focus on the performance
and actions rather than the behaviour” (Aaker and Joachimsthaler, 2012). In contrast of these
statements Hargreaves and Fink, 2012, has said that “Companies can achieve their goals more
effectively if they apply both the functional and behavioural model in their working environment”
(Hargreaves and Fink, 2012). In favour of this statement, some companies are using combination of
both behavioural model and functional model which helps them in managing their work and
relations as well. For example, Southwest has gained the popularity by putting the work and
relations at their first priority. Firm obtained the customer's trust and loyalty by providing them with
quality services and by maintaining good relations with them (Fiedler's Contingency Model).
Thus, different company use different leadership models for improving their market
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reputation and achieving new goals and objectives. Each model has its own advantages and
disadvantages but using them in an appropriate way can help the organisations in improving skills
and qualities of their leaders (Behavioural models of leadership. 2016).
Contrast individualistic notions of leading with those of leadership
The perception of each entrepreneur has different from to others related to leadership. It has
played an important role in entrepreneur life because it helped him to achieve the vision of the
business in a more effective manner (Chhokar, Brodbeck and House, 2013). According to the belief
of CEO of British Airways (BA), the autocratic leadership styles has centralized its power related to
decision making by itself. He further stated that with the help of the following leadership style,
management of the company has able to assign the roles and responsibilities to the employees
without including and consulting them. But according to Richard Branson who is a owner of Virgin
Group, “autocratic leadership style has made the negative impacts on performance and productivity
of employees of BA” (Raelin, 2011). The clear cut direction, close supervision and tight
commanding order of management has increased the fear in the workers regards the punishment. It
has leads to increased the chances of mistakes and errors in the work and further, it has raised the
situations such as industrial disputes and strikes. Further, he has explored that more use of
autocratic leadership style within the workplace has increased frustration and stop the growth of the
employees. Ciulla, 2014 has stated that “Virgin Atlantic has used participative leadership style in
different branches” (Ciulla, 2014). Richard Branson has considered its staff members as a part of
family and always include them into every single decision making process and consult them before
taking any kind of decision. Therefore, there is a contrast between the owner of two different
companies, one is BA and another is Virgin Group.
On the other hand, the major competitors of Virgin Hotel is Marriott Hotel. As per J W
Marriott, the owner of Marriott Hotel has stated that their company has adopted the participative
leadership style (Walumbwa, and et.al., 2011). The principle behind followed this leadership
method is that employees are the main asset of the organization. Under this style, hotel management
has provided the supports to the staff members in different personal and professional situations. But
owner of Virgin Hotel, Richard Branson has asserted that the reason behind adopting participative
leadership style in the hotels is increase moral of the employees. The high moral of the workers
increase their active role in improving the working conditions at the workplace (Kalshoven, Den
Hartog and De Hoogh, 2011). He further explored that participative leadership style has played an
important role in brought the improvement in working conditions and developed the effectively
policies in the favour of employees. Hence, it has been clearly seen that both Marriott Hotel and
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Virgin Hotel has followed participative leadership style for different intention but both have
included their employees in different decision making process. The result of this is it has increased
the participation of the staff members as well as cooperation with management (Avey, Wernsing and
Palanski, 2012).
From the research of Eisenbeiss, 2012, it has found that “Coca Cola has adopted democratic
i.e. autocratic leadership style in business” (Eisenbeiss, 2012). Under this style, the management
has given responsibilities and empowerment of decision making to the teams and individual staff
members. Similarly Kim, and Brymer, 2011 has stated that “the reason behind following this
framework is employees should understand their roles and responsibilities towards the work and
organization” (Kim, and Brymer, 2011). It has provided the greater comfort to the managers and
workers to feel more easy while discussion. The aim behind using democratic style by Coca Cola is
making the employees more happy and raised their productivity. On the other side, Ruiz, Ruiz and
Martínez, 2011 has explored from his research that “Virgin Drinks has also adopted the same
participative leadership style at the workplace” (Ruiz, Ruiz and Martínez, 2011). The intention
behind following this method by company is encourage employees creativity by giving their own
views on the firm issues. It has given the empowerment to the staff members about use their
creativity in developing the more improved products. Therefore, it can be summarized that the
management of both Coca Cola and Virgin Drink has different perceptions behind using
participative leadership styles at the workplace (Shetty, 2011).
From the competitive analysis, it has found that there is a major competitors of Virgin
Mobile is BT Group PLC. The Head of Assessment of BT Rob Shaw of company has planned to
bring new leadership style in business. According to them, the purpose of adopting the new
leadership framework is developing leadership capability. They want more command and control
over the organization operations (Walumbwa, Morrisonand Christensen, 2012). For this intention,
he has selected paternalistic leadership style. Under this, the management has provided various
good facilities and proper working conditions. But it has made the tight control over the commands
and employees have required to follow the instruction according to the top management. But as per
the view points of Richard Branson, owner of Virgin Media Group, paternalistic leadership is not
that effective as compare to participative leadership style (Loi, Lamand Chan, 2012). The high
command and the tight control has decreased the motivation level and negatively affect the
productivity. This is the major reason of increase retention in BT Group PLC company. Hence, to
retain the employee for the long time, firm has required to adopt participative leadership style.
Richard Branson has further stated that the following leadership style has delivered the
opportunities of improvements to the staff members of the company (Derue and et.al.,2011). It has
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also given the chances to the employees to actively participate in success of the company. It has
leads to encourages the staff members to stay for long time with the organization and being a part of
success. The overall result of this is it has improve employees retention. Therefore, from the above
discussion, it has determined that the perceptions of both BT Group PLC and Virgin Media has
different from each other (Moran, Abramson and Moran, 2014). The aim of using the various
leadership styles has varied according to the opinions of management and nature of the business.
From the above stated different view points behind using various kinds of leadership styles
in the business, it has showed that an entrepreneur has do not stick always on a single leadership
framework for all the time or not applied it in all the areas of work. Therefore, by understanding the
present situation of the workplace, he has needed to adopt the leadership style. The right leadership
method has helped in meet the objectives of the business and develop a good image in the
marketplace (Zott, Amit and Massa, 2011).
Evaluate a range of contexts in which leadership operates
Robbins and et.al., 2013 has said that “The information gathered for operating leadership
should be homogeneous and have some relation to each other” (Robbins and et.al., 2013). Similarly
Robertson and Timperley, 2011 has stated that “The context in which data are collected need to be
similar to the subject used for leadership” (Robertson and Timperley, 2011). On the other hand
Hallinger, 2011, has found that “It is important to think that whether the leadership need to be
measured in a context-free manner or in a context- specific manner” (Hallinger, 2011). As per this
statement, it is important to identify the context in which leadership is to applied. Johnstone and
Manica, 2011, has explored that “Those context which can varies the expectations regarding the
leadership are national culture, environmental characteristics and hierarchical level of leaders”
(Johnstone and Manica, 2011). In contrast of this Selznick, 2011, has asserted that “Situational
strength is also an important context to operate leadership” (Selznick, 2011). Similarly Aaker and
Joachimsthaler, 2012 has concluded that “Facing the critical situations with strong behavioural
qualities does not give emphasis to the individual differences” (Aaker and Joachimsthaler, 2012).
For example, During any war, results are obtained by the performance of the whole military rather
than the individual.
Hargreaves and Fink, 2012, has researched that “Leadership is required to operate in the
context of relationship management” (Hargreaves and Fink, 2012). In the favour of this statement
Chhokar, Brodbeck and House, 2013, has concluded that “A good relationship between the
employees and leader makes them to work with cooperation and coordination” (Chhokar, Brodbeck
and House, 2013). A good relation also helps in maintaining friendly and open working
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environment. From these statements, it is cleared that leadership in context to relationship
management results to better working environment. For example, British Airways conducts various
training programs and activities to train their leaders for proper and effective employee relationship.
Raelin, 2011, has argued that “In the context of any crisis or high-risk situation charismatic
or idealized leadership is used by the companies ” (Raelin, 2011). Leadership in critical situation
brings confidence to the leaders and provide them proper direction to grow. He further explain that
active management-by-expception play a vital role in facing the critical and high risk situations. On
the other hand Sir Richard Branson owner of Virgin Group has stated that Higher level of leadership
should be related to the strategy formulation or clear vision and lower level of leadership should be
related to the task and its techniques. He further said that management should give more efforts to
improve the employees working under low leader levels (Ciulla, 2014).
In contrast of the above statements Walumbwa, and et.al., 2011, has given more emphasis to
the gender and explored that “Gender plays essential role for measuring the type of behaviour
displayed by the leaders” (Walumbwa, and et.al., 2011). In leadership gender, occupation and social
class is considered as individual differences. In contrast to this Kalshoven, Den Hartog and De
Hoogh, 2011, has asserted that “Leader should have effective communication skills for guiding and
mentoring their team leaders”(Kalshoven, Den Hartog and De Hoogh, 2011). By proper interaction
and communication leader can make team members to work effectively.
In the context of Virgin Group PLC, the existing style of leadership has make the culture of
company more unique from the other organizations. According to Richard Branson, the true
business leaders are thinking differently from the normal leaders. At the time of development and
growth of the company, Richard Branson has given the freedom as well as encouragement to the
employees (Avey, Wernsing and Palanski, 2012). It was the art of delegation of his to identified the
best people for Virgin Group. The result of this was, there were different leadership skills
developing in the staff members and along with this, it has build their confidence as well as
strengths of workers. He further stated that a company should be a family which needed to be grow
together, achieve the objectives and celebrate the success with together. Richard Branson has not
run its business on day by day basis. It means that he has always listen to its staff members and give
them good advice (Eisenbeiss, 2012). In the previous years, at the time of setting up new business,
Richard Branson was adopting the different kinds of strong and decisive leadership styles for the
right move in the direction of achieving the success of business (Behavioural Theories of
Leadership. 2016).
In the situation of establishment of the different groups, Richard Branson has faced the
various difficulties. It was creating the stress level between the employees and they started to lost
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the hope of losing the jobs. But with the help of participative leadership style, he was developing a
good and comfortable environment for the workers. The outcome of this was, the staff members
were start to discuss the major problems faced by the company and suggest some solutions to
reduce their impacts (Kim, and Brymer, 2011). It was leads to bring the improvement in existing
position of business in the market place. According to Richard Branson, he has always tried to find
out the fun in work which has decreased the stress level during the work. This attitude of his has
influenced the behaviour of the staff members and inspired them to generate great ideas. The
outcomes of this is, at the present time, Virgin has many group of companies in which some are
completely own and operate under the name of company and some are partially own by other
organizations (Ruiz, Ruiz and Martínez, 2011). Hence, it has been said in summarizing that the
attitude of entrepreneur leader has needed to be positive. This thing has created the difference
between all the leaders. It has one of the reason which influenced the leaders to adopt the different
leadership styles in various situations (Nayab, 2011). It has developed a good culture at the
workplace for the employees which encouraged them to improve creativity, moral, productivity,
efficiency, confidence etc. It has leads to increased the performance level of the firm and achieve
the objectives of the business in more effective manner (Walumbwa, Morrisonand Christensen,
2012).
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CONCLUSION
From the above study, it has been concluded that Leadership plays important role in success
and growth of the organization. Leader should have all interpersonal skills, cognitive skills
transferable skills and research skills. Problem solving nature of leaders encourage team members
to take risk and find appropriate solutions. Use of information technology inn leadership improves
the work and efficiency of a leader. Ethics, values and morales in leadership makes it more worthy
and meaningful. Ethical leadership helps in maintaining the friendly environment with the use of
morale and values. Different models of leadership leads to achieve different objectives of the
company. Companies needs to use appropriate strategy as per their requirement for implementing
the ethical strategy.
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REFERENCES
Books and Journals
Aaker, D.A. and Joachimsthaler, E., 2012. Brand leadership. Simon and Schuster.
Avey, J.B., Wernsing, T.S. and Palanski, M.E., 2012. Exploring the process of ethical leadership:
The mediating role of employee voice and psychological ownership. Journal of Business
Ethics. 107(1). pp.21-34.
Chhokar, J.S., Brodbeck, F.C. and House, R.J., 2013. Culture and leadership across the world: The
GLOBE book of in-depth studies of 25 societies. Routledge.
Ciulla, J.B. ed., 2014. Ethics, the heart of leadership. ABC-CLIO.
Derue, D.S. and et.al., 2011. Trait and behavioral theories of leadership: An integration and meta‐
analytic test of their relative validity. Personnel Psychology. 64(1). pp.7-52.
Eisenbeiss, S.A., 2012. Re-thinking ethical leadership: An interdisciplinary integrative approach.
The Leadership Quarterly. 23(5). pp.791-808.
Hallinger, P., 2011. Leadership for learning: Lessons from 40 years of empirical research. Journal
of Educational Administration. 49(2). pp.125-142.
Hargreaves, A. and Fink, D., 2012. Sustainable leadership . John Wiley & Sons.
Johnstone, R.A. and Manica, A., 2011. Evolution of personality differences in leadership.
Proceedings of the National Academy of Sciences. 108(20). pp.8373-8378.
Kalshoven, K., Den Hartog, D.N. and De Hoogh, A.H., 2011. Ethical leadership at work
questionnaire (ELW): Development and validation of a multidimensional measure. The
Leadership Quarterly. 22(1). pp.51-69.
Kim, W.G. and Brymer, R.A., 2011. The effects of ethical leadership on manager job satisfaction,
commitment, behavioral outcomes, and firm performance. International Journal of
Hospitality Management. 30(4). pp.1020-1026.
Loi, R., Lam, L.W. and Chan, K.W., 2012. Coping with job insecurity: The role of procedural
justice, ethical leadership and power distance orientation. Journal of Business Ethics.
108(3). pp.361-372.
Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge.
Raelin, J., 2011. From leadership-as-practice to leaderful practice. Leadership. 7(2). pp.195-211.
Robbins, S. and et.al., 2013. Organisational behaviour. Pearson Higher Education AU.
Robertson, J. and Timperley, H., 2011. Leadership and learning. Sage.
Ruiz, P., Ruiz, C. and Martínez, R., 2011. Improving the “leader–follower” relationship: Top
manager or supervisor? The ethical leadership trickle-down effect on follower job response.
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Journal of Business Ethics. 99(4). pp.587-608.
Selznick, P., 2011. Leadership in administration: A sociological interpretation. Quid Pro Books.
Walumbwa, F.O. and et.al., 2011. Linking ethical leadership to employee performance: The roles of
leader–member exchange, self-efficacy, and organizational identification. Organizational
Behavior and Human Decision Processes. 115(2). pp.204-213.
Walumbwa, F.O., Morrison, E.W. and Christensen, A.L., 2012. Ethical leadership and group in-role
performance: The mediating roles of group conscientiousness and group voice. The
Leadership Quarterly. 23(5). pp.953-964.
Zott, C., Amit, R. and Massa, L., 2011. The business model: recent developments and future
research. Journal of management. 37(4). pp.1019-1042.
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