Running head: MANAGEMENT AND LEADERSHIP STRATEGIES 1
Management and Leadership Strategies
Name
Institution
MANAGEMENT AND LEADERSHIP STRATEGIES 2
Management and Leadership Strategies
Introduction
The success of business management depends on strategic leadership and the
involvement of ethical and legal practices. Leadership involves the incorporation of ethical and
legal strategies that guides the leaders in maintaining human dignity. Also, spiritual guidelines
are useful in promoting the success of organizational management. Motivational theories have
been implemented in organizational leadership and management practices, which has been aimed
at improving the humanistic management and the attitudes of enhancing organizational
performance (Mea & Sims, 2019). For example, the Characteristic Job Model (JCM) has been
useful for improving the creation of strategies that are effective in defining the required skills for
organizational development. JCM involves the evaluation of skill varieties, task identification,
task significance, job autonomy, and job feedback. The model defines the meaningfulness of
work, the work environment, and the responsibilities for attaining the intended outcomes in an
organizational management structure. The approaches are implemented based on the ethics,
legal, dignity, and spiritual guidelines that promote the success of a business institution
(Cafferky, 2017). Therefore, the assessment will focus on the JCM strategy of understanding the
importance of human dignity in organizational management.
Job Characteristics Model Theory
The theory focuses on the elaboration of the effective strategies that are vital in
improving employee performance and increase job satisfaction. JCM is a motivational theory
that promotes the approaches of job adjustments. For instance, JCM theory defines the roles of
employees and the managers in creating conditions that would help in attaining job satisfaction
and improve employee performance. The problems facing organizational performance have
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identified job dissatisfaction as among the challenges that affect the development and the success
of a business organization (Mea & Sims, 2019). Job dissatisfaction can be caused by a lack of
job designs and redesigns, which would be useful in promoting employee performance and
enhance job satisfaction. JCM theory has also identified the approaches and responsibilities of
managers in redesigning jobs as well as involving ethical, legal, and humanistic approaches in
creating working conditions that favor the employees. JCM theory, therefore, reflects the job
characteristics that include skill diversity, task identification, task significance, job
independence, and feedback. The job characteristics are coined towards the understanding of the
meaningfulness of the work, the work environment, the responsibility of outcome, and the
knowledge of results (DeCastra, 2014). The implementation and the involvement of JCM have
various benefits, which can include high motivation in the workplace, growth satisfaction, job
satisfaction, and work and workplace effectiveness. JCM can be attained through the
involvement of job ethics, legal adherence, and spiritual guidelines in managing humans.
Ethical Foundations of the Job Characteristics Model
The implementation of the JCM strategy has been coined with ethical leadership, which
is determined through the approaches of improved work design. Work design can be influenced
by ethical leadership through the elements of task significance, job performance, and efforts of
the employees, employee motivation, and work autonomously. Ethical and legal foundations are
effective in driving the strategies of implementing human dignity (DeCastra, 2014). For
example, employee motivation helps in promoting ethical and legitimate leadership, which can
be obtained through human dignity. Moral leadership is also deemed as the strategies of practical
and inspirational leaders in promoting organizational performance. Ethical leaders rely on the
idealistic vision and communicative styles that improve motivation within a business institution
MANAGEMENT AND LEADERSHIP STRATEGIES 4
(Mea & Sims, 2019). Creating a competitive work environment is also vital in promoting
organizational performance and increasing employee satisfaction. Employee satisfaction is
attained through motivation as well as ethical behaviors within the workplace.
Ethical leadership and the implementation of JCM have facilitated the approaches of
enhancing the elements of shared values, fair treatment of employees, and integrity in leadership
practices that attains credibility in business transactions (DeCastra, 2014). Ethical leaders
influence motivation and JCM approaches when they tend to practice behaviors that portray
leadership conducts. The leaders must maintain practices that influence credibility and
trustworthiness. The employees must see the leaders as their role models in an organization for
the JCM approach to succeed. Ethical leadership is also coined with the spiritual teachings which
are attained through the elements of transformational, servant leadership, authenticity, self-
sacrificial, and spiritualism (Cafferky, 2017). The involvement of religious and legal leadership
behaviors will improve organizational performance through the elements of portraying moral and
biblical teachings. The aspects of enhancing motivational responses in an organization depend on
the approaches of making viable decisions that are guided by the spiritual elements. Ethical
leadership, therefore, reflects on the natural laws of making practical decisions that portray
ethical conduct as well as moral reasoning. The natural laws reflect the elements of spiritual,
social teachings which help the leaders in practicing faith-based activities towards the attainment
of organizational objectives as well as improving employee satisfaction (Cafferky, 2017). The
implementation of natural laws also facilitates the approaches of job autonomy, task
identification, task variation, task significance, job interdependence, social interaction between
employees and management, and the strategies of job enrichment procedures. The procedures
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will influence the success factors that will help in attaining organizational objectives through
employee satisfaction and motivation.
Job Characteristics Model in Human Dignity Centered Framework
The implementation of JCM in an organization is aimed at improving and increasing the
strategies of employee motivation. Employee motivation is considered useful in promoting the
working environment as well as enhancing the performance of the employees to attain
organizational performance (DeCastra, 2014). JCM has been vital as it involves the elements of
work performance that improves employee satisfaction. The five characteristics of a workplace
that attains the motivational factor include the variety of skills, the workers' autonomy, job
feedback details, task identification, and job complexity specialization. The approaches to
defining the job varieties have been vital to the ethical and strategic leaders by avoiding job
monotony, which creates employee dissatisfaction. JCM has been influential in enhancing job
satisfaction through the implementation and the creation of work designs and redesigns aimed at
fitting the workplace improvement (Michaelson et al., 2014).
The motivational characteristics are involved in defining the workplace environment that
would be effective in improving organizational performance as well as improving employee
motivational factors. The mediators of JCM strategies include the aspects of job meaningfulness,
responsibilities, and knowledge of the expected results within a workplace. The characteristics of
a job that helps in attaining organizational success are coined to ethical leadership, which is also
connected to the human dignity centered framework. The framework is achieved by the influence
of spiritual activities that define the ethical and strategic leadership (Wang, Feng, & Lawton,
2017). Ethical leadership also helps in identifying the social characteristics that are vital in
improving work outcomes. For example, the approaches of interdependence, social support,
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interactions outside the business institution, and the feedback from others can help leaders in
evaluating the effectiveness of their strategies in motivating the employees in a business
institution (Humphrey, Nahrgang, & Morgeson, 2007). The approaches are affective in
enhancing satisfaction in job performance, supervisory strategies, coworker behaviors, improved
compensation strategies, employee growth, career growth and promotion, job commitments, job
involvement, and internal work motivation. The elements of human dignity will be influenced by
the procedures employed by ethical leadership traits to help in attaining employee motivation
and workers' satisfaction.
Moreover, ethical leadership, as demonstrated by the JCM strategy, has elements that
determine the outcomes of employee performance. For example, ethical leadership will be
influenced by the aspects of problem-solving in reducing the rates of absenteeism and reduce the
rates of employee turnover. Employee turnover and absenteeism affects the success of an
organization and are deemed to be caused by job dissatisfaction and lack of employee motivation
(Michaelson et al., 2014). Job Characteristic Model determines the elements of physical
demands, the working conditions, and the ergonomics in an organization, and the efforts of
ethical leaders are aimed at reducing the issues associated with job dissatisfaction and influence
the wellbeing of employees. The prosperity of the employee will promote the aspects of reducing
anxiety, stress, exhaustion, and work overload of the employees (Piccolo et al., 2010). The
ethical leadership will, therefore, reflect on the positive approaches of understanding the role
ambiguity and role conflicts which can affect the procedures of attaining job satisfaction and
employee motivation.
Furthermore, ethical leadership and the implementation of spiritual acts can be viewed as
vital based on the elements of focusing on biblical teachings that have been effective in teaching
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leaders on the best leadership strategies. For example, the approach of defining and variation of
tasks is evident in the biblical teachings when Moses required a variety of skills in leading his
people (Cafferky, 2017). Leaders must possess an array of skills that determines the success of a
business institution. For example, ethical and strategic leaders should portray justice, honesty,
humane, team-building, encouraging, respect to others, value-driven, and value awareness. The
aspect of having a variety of skills will help the employees in seeing the leaders as role models
based on their different approaches of making viable decisions that are effective in promoting
organizational performance as well as enhancing employee and job satisfaction (Piccolo et al.,
2010).
Additionally, the Job Characteristics Model defines the aspects of skill variety as an
instrument that is vital in helping the employees in getting the job done in an organization. The
approach of skill variety reflects the requirement of different skills and talents that enhances the
elements of finishing a job and ascertaining the needs of organizational performance
improvement (Humphrey, Nahrgang, & Morgeson, 2007). The skill variety also facilitates the
approaches of performing complex tasks in an organization rather than depending on other
people to cover different tasks. Skill variety helps the leaders in focusing on the overall
employee performance rather than specializing the functions to one or a group of employees
(Michaelson et al., 2014). The approach facilitates the approaches of attaining organizational
performance as well as ensuring the employees of their importance in organizational success.
Talented employees with a variety of skills are practical and essential in corporate performance,
and the ethical leaders portray their concerns in motivating and retaining the specialized
employees in an organization. The ethical leaders will tend to stimulate talented employees as a
way of maintaining them and ensuring the working conditions are favorable in promoting job
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satisfaction. The elements of JCM strategies fit in the implementation of the human dignity
centered framework, which is attained by the approaches of ethical and spiritual leadership
characteristics (Piccolo et al., 2010). JCM defines the requirements of job satisfaction as well as
the necessities for employee motivation, which can be attained through ethical leadership and the
approaches of involving biblical teachings in real-life situations.
Human Dignity and Ethical Leadership Strategies
Ethical leadership strategies are connected to the implications of human dignity that sees
the success of an organization. The success of the organizational performance also reflects the
ethicality and legal approaches of corporate leadership, which is facilitated by the biblical
teachings. For example, the golden rule and the implementation of the Ten Commandments in an
organization can help leaders in acting ethically. The Ten Commandments promote the
clarification of what is allowed and prohibited in human activities (Cafferky, 2017). Leaders tend
to follow the biblical guidelines in determining the organizational practices that are ethical and
spiritual. The ethical practices also help in maintaining the approaches of monitoring the
exercises and activities of the employees and guiding the workers towards the attainment of
organizational objectives. Leaders also utilize biblical teachings such as the Ten Commandments
and the golden rules in promoting organizational performance. The violation of the biblical
teachings attracts guilt and encourages mismanagement of corporate practices (Ali et al., 2014).
The growth of the business environment and the aspects of competitiveness have seen the
leaders in engaging in unethical practices that ruin the reputation of business institutions. For
instance, corrupt practices, mistreatment of employees, and mismanagement of business funds
have created a gap between the ethical and legal practices in the business world. The
implementation of spiritual and biblical teachings has helped in shaping the ethical leaders who
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have helped in attaining the organizational objectives. For example, one commandment states
that people should not steal, which is an indication of the evils of stealing or being associated
with unethical practices in an organization (Oerlemans & Bakker, 2018). The elements of the
Ten Commandments helps in determining the ethical leadership practices that should be avoided.
The golden rule in the biblical teachings also reflects the requirement of how people should
avoid doing to others the things that they would not want to be done to them. The golden rule is
applicable in the institutional business setting as it can guide the ethical leaders in motivating
employees and promoting cohesiveness in an organization. Also, the biblical teachings have been
facilitated by the aspects of the job characteristic model, which determines the motivational
approaches of improving employee and job satisfaction.
Business Ethics and Leadership Characteristics
The success factors of organizational performance depend on the ethics in a working
place as well as the efforts of the leaders in attaining corporate objectives. Business ethics can be
examined through the understanding off the normative and positive ethical practices. The
positive business ethics relates to the approaches and how leaders tend to behave in a workplace
and real-life situations (Ali et al., 2014). The positive business ethics reflect the need for what is
done or followed by an individual to portray their positive ethics in a business environment. For
example, some people are considered "good leaders" based on their real-life actions, but when in
a business environment, the can be termed incompetent and lack ethical leadership traits (Wang,
Feng, & Lawton, 2017). The business ethics are guided by the ethos of an individual in
collaborating and guiding employees towards the attainment of organizational performance as
well as motivating the workers in a business institution. The normative approaches of business
ethics reflect the design of defining the expected outcomes of a leadership process in managing a
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team of employees. Normative ethics is the philosophy of establishing what is wrong and right
and thee moral rules of determining the actions of leaders in an organization (Oerlemans &
Bakker, 2018). The approaches of normative ethics help in determining the implications of
leaders based on their activities in business institutions. For example, the normative actions tend
to define what should happen and the criteria to be used by ethical leaders in attaining
organizational and leadership objectives. Ethical leadership is guided based on the need for
understanding what ethics are and the moral principles of guiding an organization towards
success. The success factors rely on the employee and job satisfaction as well as the reliance on
spiritual guidance.
Implications of Job Characteristics Theory
The approaches to implementing Job Characteristics Theory in organizational
management have portrayed the benefits of identifying the needs of employees and the
importance of ensuring job satisfaction. Job satisfaction is attained by the involvement of ethical
leadership and the implementation of human dignity, which is guided by biblical teachings. For
example, skill variety has endorsed the approaches of identifying the challenging tasks in an
organization as well as identifying the monotonous of some work elements that decrease the
efficiency of the employees in attaining organizational performance (Michaelson et al., 2014).
Also, the task identity has improved the approaches of the leaders in determining the beginning,
the middles, and the end of a task, which is crucial in facilitating the elements of job satisfaction.
Employees will tend to be satisfied when the leaders define the procedures that are effective in
job completion. Task significance has also helped in determining whether the role played by
employees has a meaning and if their efforts are appreciated in an organization. Task
significance has been a vital element in promoting employee satisfaction and motivation. Task
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autonomy encourages the approaches of determining whether the employees can contribute to
the decision making process and whether their opinions are appreciated, which is vital in
improving motivational factors (Demirkol & Nalla, 2018). The aspects of job feedback have also
been critical as it reflects the approach of receiving feedback concerning the performance of the
employees. Employees receiving feedback from the leaders help in promoting self-esteem and
encouraging the workers to work hard towards the success of a business institution (Ali et al.,
2014). Therefore, the implementation of Job Characteristics Theory in a business environment
has been considered useful in promoting work experience through motivation, job satisfaction,
and the involvement of human dignity. Human dignity is coined with the biblical teachings and
the requirements of ethical leadership in organizational success.
Conclusion
The success factors of a business institution have been coined to the approaches of ethical
leadership and the efforts of employees in attaining organizational objectives. Leaders are
required to help and motivate the employees in achieving job satisfaction and corporate goals.
For example, ethical leadership traits reflect the need for honesty, humane, respect for others,
value-driven perspectives, and the focus on team-building. Ethical leaders can also attain success
based on the approach of following the biblical guidelines. The Ten Commandments and the
golden rule helps the leaders in acting ethically as well as involving the employee satisfaction
factors in attaining organizational objectives. The ethical leaders will participate in the
implementation of Job Characteristics Theory that facilitates the motivation of the employees.
The theory defines the requirements of motivation, which are coined towards the elements of
skill variety, task identification, task significance, job autonomy, and feedback procedures.
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Therefore, the theory has been useful in determining the practical, ethical leadership strategies
that promote employee and job satisfaction.
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References
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