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Summation Assessment
Student’s Name
Institutional Affiliation
Instructor’s Name
Course Name and Number
Assignment Due Date
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Summation Assignment
Introduction
Leadership is an open concept that enables an organization to attain a unique competitive
advantage. The leadership creates a conducive environment for effective management of the
highly diversified organizational workforce, ensures effective employee selection and
recruitment process, streamlined conflict management, and ensures that the key objectives and
goals of the organization are implemented promptly. Having served in various capacities in one
of the top-ranking organizations, the experience was an eye-opener of some of the issues that
affected an organization. It required applying the situational leadership skills of a
transformational leader. The current essay examines critical concepts that affect my organization
and how they can be addressed by effectively leveraging leadership skills.
Concepts Affecting My Company
Stress
One of the cardinal issues that affect the organization is employee stress. There are
multifaceted causes of stress within the organization. For example, some resources get depleted
easily while the assigned roles and duties have not been successfully finalized. Tetrick &
Winslow (2015) state that “employee health and wellness are important for employees, their
families and their organizations." Therefore, effective stress management interventions such as
promoting workplace health wellness programs tend to be ameliorative and should focus on
restoring the depleted resources. Employee health promotion programs should be more
preventive in alleviating stress and also enhance job satisfaction. There is no doubt that
organizational-level stress interventions are rare despite growing evidence on how prudent stress
management promotes a positive work environment.
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Ethics
Ethics play an instrumental role within the organization as they guide informed decision-
making. There are several unethical behaviors. Unethical behavior is one of the critical issues
that have led to defective service delivery. For example, some of the employees are constrained
to make the right choice of whether to report unethical behavior or not. I have experienced
situations where the organizational employees fail to notify the senior management of one of the
colleagues who happen to be rude to the clients. Notably, there has been unethical leadership,
toxic workplace culture, and discrimination and harassment of the employees.
Dealing with unethical dilemmas such as the issues mentioned above has never been a
walk in the park. It is incumbent upon the top-level organizational management to have clear and
the best policies addressing unethical incidences as they happen (Singh & Rathore, 2014). For
example, creating and implementing strong ethical policy document is aimed at guiding the
employees on what to do in unethical behavior. It is also important to develop employee
awareness programs to inform the employees on the immeasurable values associated with
practicing ethical behavior in vital matters.
Selflessness
The organization also lacks sustainable employee motivation programs, and this is
considered a selfish act aimed at preventing the employees from advancing their career and
personal agenda. Some of the employees have a self-interest in critical matters that happen
within the organization. Selfish motivation has made it hard for the organization to advance the
agenda of expanding to new market segments. If the organizational employees ride on selfish
interests, they go the extra mile only during strategic times. For example, it came to my attention
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that some of the employees who are after getting promoted decide to help their colleagues
accomplish specific tasks and responsibilities but abscond their duties once they have
accomplished their set goals and objectives.
Selfish motivation has created a favorable environment for senior employees taking
productive initiatives and coming to the aid of others unless such activities are associated with
rewarding benefits. On the other hand, some employees develop a strong urge to help others, and
in turn, they are in danger of self-sacrificing. Selfless employees are focused on helping their
colleagues even though the outcome is costly.
Addressing the above-highlighted issues requires integration of the transformational
leadership style (Ciulla et al., 2018). The human resource management should take the lead role
of coming up with the best employee training and development programs. For example, the
employees should be informed on the vital nature of progressive career development,
appreciating the role of teamwork and developing passion towards their assigned duties and
responsibilities. Organizational leadership should always be steadfast in dealing with critical
issues that may jeopardize the fine-tuned flow of activities (Ciulla et al., 2018).
Integrity
Organizational integrity is the fourth and final issue that affects the organization. Several
managers are convinced that ethics is a question of personal scruples that is the personal issue
between organizational employees and top-level executives. Some of the corporate
organizational level leaders are convinced that wrongdoing is an isolated incident and is
attributed to the work of a rogue employee (Stefanie & Stefan, 2019). This is disgusting because
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junior and senior employees have an equal chance of engaging in acts that violate organizational
integrity.
Therefore, organizational managers should acknowledge their critical role in shaping the
organization and attaining an unbeatable integrity level. The management should strive and
create an environment that improves relationships and reputations so that success can be realized
(Stefanie & Stefan, 2019). Executives who try and run out of ethics and integrity risk the
organization from getting implicated in hurting legal and economic issues. For example, the
organization can be deprived of privileges or even get convicted for several wrongdoing deeds.
Companies should be focused on implementing compliance-based integrity and ethics programs.
The primary objective of the programs should be explicitly tailored towards detection,
prevention, and punishing the employees who have developed a passion for engaging in legal
and integrity violations (Stefanie & Stefan, 2019).
Conclusion
Stress, ethics, selfishness, and integrity are common issues that affect the organization.
There are multiple reasons for the occurrence of such issues within the organization. For
example, some employees are driven by malice and desire to accumulate enormous wealth
without following the right channels. Such unethical behavior makes the organization miss on
meeting the critical milestones. As per the above recommendations, organizational leadership
takes center stage in addressing the above issues. Effective leadership lays the concrete
foundation for streamlining how the activities should flow within the organization. The above
issues can easily be addressed if the organization leverages a transformational leadership style in
the critical department of human resource management. It also requires time, resources, and
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confidence to deal with horrendous organizational issues such as employee stress, discrimination
of employees, and other forms of toxic workplace culture.
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References
Ciulla, J. B., Knights, D., Mabey, C., Tomkins, L. (2018). Philosophical Approaches to
Leadership Ethics II: Perspectives on the Self and Responsibility to Others. Business
Ethics Quarterly 28:3 (July 2018). ISSN 1052-150X. DOI: 10.1017/beq.2018.16XXX
Singh, A. & Rathore, N. (2014). ‘The Organization is what the leader is’: An ethical leadership
framework for universities and research organizations. Authorized licensed use limited
to Northcentral University.
Stefanie, F. & Stefan, S. (2019). The Effect of Transformational Leadership on Employees
During Organizational Change – An Empirical Analysis, Journal of Change
Management, 19:3, 145-166, DOI: 10.1080/14697017.2018.1447006
Tetrick, L.E. & Winslow, C.J. (2015). Workplace Stress Management Interventions and Health
Promotion. Annual Review of Organizational Psychology and Organizational Behviour.
(2) 583-603. https://doi.org/10.1146/annualrev-orgpysych-032414-111341
