Define business ethics. Give an example of how it can be applied in business.Explain the three different leadership styles identified by Lewin. Identify situations where each style is most appropriate.One of the provisions of the WHS Act of 2012 is consultation. Explain what consultation is and what are its aims Explain in your own words how an effective leader can build trust,confidence and gain respect amongst a diverse group Describe at least three different methods of communication a leader can use when communicating and/or consulting with staff.
According to Susan M Heathfield, what are three of the 12 C’s for team building (refer to workbook) Choose one of the factors in describe in your own words how this makes the performance more consistent among members What causes a group’s performance to level of as it grows in size What does the term resourcing mean What are two ways that a person could participate with industry groups to maintain professional currency Briefly describe what you understand workplace culture to mean.
Ethics can be understood as the set of moral standards which are used to decide between the right and wrong. Business ethics are used in the business environment and are used for making effective and responsible decisions. For e.g. the job advertisements should have clear terms of salary, tasks, working hours and expectations. The employer should keep its promises with the employees and should be fair. Business ethics can be applied in business by developing a culture of good business at the workplace. A set of moral guidelines should be made and everyone should follow it to make business decisions. Business ethics maintains long term sustainability of the business and improves the image of the company in the market.
To follow business ethics, some strategies should be maintained in the business so that business operations can be carried on smoothly. The company can build a document of an ethical code of conduct and can distribute it to every in the business for making them follow the ethics. A monitoring compliance and standards should be implemented in order to make everything transparent. Open communication should be encouraged in business so that the ethical dilemmas could be discussed easily (Failte Ireland, 2017).
As per Billig (2015), Kurt Lewin has proposed three types of leadership which are suitable and applicable on different situations. These leadership styles are Autocratic, Democratic and Laissez- faire style of leadership.
Autocratic style of leadership is the one in which the leader takes final decisions without taking any suggestions from others. He takes the decisions and the others are bound to follow it. The ultimate powers are in the hands of the leader and the team members have no important role in the decision making. Here the leaders expect that the team members will obey him and contribute by following the decision taken by him alone. Autocratic leadership is suitable for the situations where the team members are new or untrained. It is suitable when there is high pressure of work and time available is less. This is the best style of leadership when high work pressure is to be maintained (Heathfield, 2016).
Democratic style of leadership, on the other hand, is exactly opposite of autocratic style of leadership. In this, the leader involves all the team members and asks them to contribute their views and ideas so that the final decision can be taken after consulting with every team member. The advantage of this leadership style is that it develops team spirit and motivation among the members which leads to good results and output. Here, the team members are taken as important assets which should be given importance. This style of leadership appropriate when the team has sufficient amount of time to consult everyone and take a final decision. This is suitable when the team members are not freshers and are experienced enough to contribute their ideas and suggestions for taking final decisions (Heathfield, 2016).
Laissez-faire is a type of leadership is the one which gives the leverage to the team to discuss and decide what is to be done. The leader gives complete freedom to the members to take their decisions and to take advice from the leader in case of any assistance. This type of leadership is suitable when the team members need training at work and this practice trains them for taking future decisions in the organisations.
These styles of leadership should be analysed properly for choosing the right style of leadership at different situations. Choosing the right style of leadership increases the efficiency of decisions and the work as a whole. Taking all the decisions on own will occupy the leader so much and will not result in fresh ideas and opinions whereas in Democratic leadership develops critical thinking and problem solving skills in employees thereby creating future pool of talent for the organisation. Lewin discovered that the most effective style of leadership is democratic because here people are involved and team is build up which is highly influential (Chaneski, 2016).
WHS Act 2012 has some provisions like Consultation, Cooperation and Coordination. Work Health and safety Act is made in order to provide health and safety environment at workplace. Consultation in WHS Act 2012 is a two way process and helps in managing the health and safety at the workplace in South Australia. Consultation is when the workers can respond to the issues which are hampering their life and health before the decision is taken. The employees and the managers share their views and the decisions are taken afterwards. The workers foresee all the issues which are to given attention and address these issues to the managers. For e.g. the company is introducing a new chemical in their work which might give respiratory problems to the workers. Through consultation, the employees can bring these issues to the notice of managers and the management tries to find solutions for the problems (NSW Government, 2011).
The main aim of consultation is to reduce the injuries or accidents at the workplace and to avoid the unnecessary expenses. It aims at increasing the awareness and commitments at the workplace and in improving the relationships at different levels at the workplace.
As per the given information about ABC Decks whose core activity is planning, design, building, construction and renovation of house decks, the main purpose of the company is to provide a complete set of service to the consumers right from planning and designing to after sales service and guarantee. It aims at providing satisfaction to its customers in terms of quality and services.
The mission of the company has a vast picture and objectives are grounded and are more attainable than the mission is. When the objectives are achieved, it automatically supports the mission of the company. The main objective of ABC Decks is to complete its set targets till the next year. The objective is to take 25 renovation projects @ $12000 each and to generate around $300,000 in sales. It has objective to have a working capital of $41000 by the end of April of next year and to serve at least 30 new clients and to quote 200 clients.
The mission of ABC Decks is to be the favourite brand of the customers providing the complete set of services and to fulfil their commitments to the customers. The values of the company showcase that it knows the significance of environmental sustainability and commits to use only sustainable material in all their projects. By sustainability, they mean using the projects by keeping in mind the present generations without compromising the needs of future generations.
The change processes and need in the organisations in the world of globalisation is must. It is inevitable as every now and then the companies have to bring changes in their operations, technology and in other elements. The companies have to meet certain cultural changes and have to adapt them as per the needs of the business and to provide success to the business. According to Wilson (2014), the organisations can manage change successfully when the leaders of the business strategically plan, design, implement and communicate the strategies of change to bring change in the organisation. Proper coordination is necessary in implementing the change because if coordination will not be achieved, the planned changes will also fail.
The leaders must plan the strategies for change, acknowledge all those who can contribute to this change and encourage the team members. A clear and unified strategy could help in easier implementation of the strategy. Change management is important for bringing change in the business. It is an approach which ensures smooth implementation of the changes and also the benefits of change implementation in the business are explained to the staff so that they do not feel out of the place and can contribute to the efforts of the whole team. The main focus of change management is on the impacts of change (Thomas, 2014).
A leader is the one who guides the whole team to achieve common objectives. An effective leader is the one who builds trust, confidence and gain respect among the diverse group of individuals. Building trust is one of the most important parts of being an effective leader. A lack of trust in the leader loses motivation and creates fear in the members of team. An effective leader can build up trust by listening to its team members, developing open communication and encourage them to put their views and opinions. It helps in gaining the respect and confidence of the team members.
A leader can communicate or consult with its staff through different methods of communication. Effective communication needs efforts and a proper channel through which information can be communicated clearly. Three different methods of communication through which the leader can communicate or consult with its staff are group meetings, one on one meeting and through emails. In one on one meeting, information communication can be done to make a team member relax and consult to take out better ideas to work and to share problems. Group meetings can be held for informing about the group targets and for discussing the methods to achieve them. Suggestions can be invited from the staff as well. Emails can be used to acknowledge the staff member for good work or for notifying for rules and regulations to follow. It is more of a formal way of communication with the employees. These methods can be effectively used for establishing better way of communication between the team members and the leader (Duncan, 2009).
According to Heathfield (2017), people at different workplaces talk about building teams but building an effective team needs lot of understanding. An effective team building needs contribution from every member for gaining success for the team. The article suggests that the member from different departments is needed to b unified for the overall success of the team. Teams need different characteristics for achieving the goals and objectives of the organisation as a whole. The author provides 12 C’s which are essential for the team building in every organisation. These C’s includes Clear expectations, Context, Competence, Control, Charter, Control, Collaboration, Communication, Creative innovation, Consequences, Coordination and Cultural Change. The executives and managers of the organisation plays their major role in achieving best results in the team and to gain more profitability, these 12 C’s are to be referred so that best results can be obtained.
There are three of the 12 C’s which are used for the effective team building. According to Thomas, Morin & Kira (2016), the skills which are needed the most for developing an effective team are not easy to determine. This is quite challenging and requires adequate analysis of the entire C’s of team building. It is further added by Romano (2014), an effective team building is a challenge for the leaders. Teamwork can be understood as the process where people actively get together, work to fulfil the common goals and objectives of the team. The members in a team need to manage themselves individually so that they can contribute towards team goals in a better way. When the individuals add up their efforts, it forms a great team. No doubt, creating or building a team is not easy. It takes a lot of effort, time and trust on each other.
According to Morgeson, DeRue & Karam (2010), the performance of the teams are based on some characteristics like cooperation, collaboration and communication. Leadership is also one such function which helps in achieving effectiveness in teams. But leadership alone is not sufficient. It is use less with the proper communication and collaboration between the team members. The three C’s for team building are Collaboration, communication and cooperation which are also used interchangeably most of the times (Yorish, 2014).
One of the factors from 12 C’s suggested by Heathfield (2017), which makes the performance more consistent among members is Control. It implies that freedom and empowerment given to the members to feel the work and duty to complete it. It also refers to the understanding of the limits of the staff in the team. It helps in managing the consistency because the performance and the efforts of the members of team are being controlled and monitored. Control brings consistency in work and creates self-management among the employees as well.
A size of a group affects the overall behaviour of a group. The smaller groups complete the work in much faster time than the larger sized groups. But it also depends on other factors like if the large group is involved in problem solving then what causes a group’s performance to level of as it grows in size perfroms better than the smaller group. Brainstorming and fact finding are the activities in which the groups perform better as they grow in size (Soboroff, 2012). When a group grows large in size, its experiences changes in the way it operates. The need of leadership increases and the socialising decreases. It brings lack in warmth and emotions among people but increases the focus on work. AS the group grows, the individuals in the groups become separated and alone. Everything becomes distant and impersonal. The group performance enhances if the leadership and support is efficient from the organisation (Wheelan, 2009).
A role model can be a person whose actions and behaviour are imitated by others and followed by other individuals. A leader at the workplace is a role model if he gets successful to build trust, confidence and gain respect from others. A leader has to build effective communication and do proper consultation in order to influence others through positive role modelling. Three groups from which a role model commands respect are the peers, subordinates and supporters. A role model has communicated to the staff on routine basis in order to be fair and supportive to all. A role model can communicate to these groups through staff meetings, induction manuals, training, emails or presentations (Broudy, 2010),
Resourcing refers to the allocation of the proper budgets, tools and other reference materials to provide a significant support to the teams. It is done in order to achieve the objectives of the team. When right people are hired for the right kind of work and adequate resources are provided to them, it simplifies the work and ensures positive results for the team. It is assigning the assets and fulfilling the needs of the resources so that they can create a balance and fulfil the targets in order to achieve best return on the investments made by the company. Resourcing can be done through technology and communication. Some decisions are to be made while resourcing takes place like prioritizing the tasks, identifying the funding requirements and the tasks allocation to the resources. Correct resourcing helps business in working efficiently in the competitive markets (Kelly, 2015).
Professional currency is the knowledge and skills which could be brought through training and makes the professionals powerful and competent. The ways in which a person could participate with industry groups to maintain professional currency are professional improvement activities and programs training programs. The professionals like doctors, therapists and others can maintain currency in their area of practice through self-determination and impact of workplace. The person has to identify its own strengths and weaknesses in order to main the professional currency by participating with the industry groups (Murray & Lawry, 2011).
Work culture can be understood as the shared belief or values which are shared by everyone at a workplace. Every workplace has its own culture. It can be referred to the laws, fashion, relationships, processes and systems. When the culture of the workplace changes, it brings difficulties and challenges for the management and staff. The management of the organisation laws tries to foster its culture and make it best to suit the needs and requirements of the employees and to support them to achieve the objectives of the organisation (Desson & Cloutheir, 2010).
Five of the elements which make up the organisation’s culture are:
Laws: these refer to the common set of rules and requirements that the whole organisation has to follow like employment standards.
Language: Every organisation has a common language which is to be adopted by all. There are some terms from which all the staff members and employees are familiar.
Authorities: There is a hierarchy at every workplace. The person at higher level holds more power than the person at lower level.
Conflict management: there is process followed at every organisation for resolving the conflicts so that the employees become more cooperative and effective in work.
Situational determinants: There are situational determinants which have an impact on the workplace culture like culture of different industries, the sectors which have different cultures and unionisation (Stok, et al., 2010).
Billig, M 2015, ‘Kurt Lewin's leadership studies and his legacy to social psychology: is there nothing as practical as a good theory?’, Journal for the Theory of Social Behaviour,45(4), pp.440-460.
Broudy, J 2010, ‘Be a role model for your employees’, Contractor.
Chaneski, W S 2016, ‘Employing the Right Leadership Style’, Modern Machine Shop. vol. 89, no. 6, pp. 44.
Crane, A and Matten, D, 2016. Business ethics: Managing corporate citizenship and sustainability in the age of globalization, Oxford University Press.
Desson, K & Cloutheir, J 2010, ‘Organizational Culture – Why Does It Matter?’, Safeguards International Atomic Energy Agency.
Duncan, K 2009, ‘Improving leadership and communication Skills for Municipal Managers and Supervisors’, Association of Municipal Managers, Clerks, and Treasures of Ontario (AMCTO).
Failte Ireland, 2017, ‘Applying Business Ethics’, Business Tools. Retrieved from http://www.failteireland.ie/FailteIreland/media/WebsiteStructure/Documents/2_Develop_Your_Business/1_StartGrow_Your_Business/Applying-Business-Ethics-BT-ABE-C9-0913-4.pdf.
Heathfield, S M 2016, Delegation as a Leadership Style. Retrieved 05 17, 2016, from https://www.thebalance.com/delegation-as-a-leadership-style-1916731.
Heathfield, S M 2017, ‘Twelve Tips for Team Building: How to Build Successful Work Teams’. Retrieved from http://tlmerrill.pbworks.com/w/file/fetch/85213921/Heathfield%20-%20Twelve%20Tips%20for%20Team%20Building.pdf
Kelly, W 2015, ‘How to Manage Resources for Your Team’, Liquid Planner.
Morgeson, F P, DeRue, D S & Karam, E P 2010, ‘Leadership in Teams: A Functional Approach to Understanding Leadership Structures and Processes’, Journal of Management, Vol. 36 No. 1.
Murray, C & Lawry, J 2011, ‘Maintenance of professional currency: Perceptions of occupational therapists’, Australian Occupational Therapy Journal, 58: 261–269.
NSW Government, 2011, ‘Work Health and Safety Consultation, Cooperation and Coordination’, Safe Work Australia. Retrieved from http://www.safework.nsw.gov.au/__data/assets/pdf_file/0013/50071/whs-consultation-cooperation-coordination-code-of-practice-3568.pdf.
Romano, J 2014, ‘Twelve Tips for Team Building’, Linked In.
Soboroff, S D 2012, ‘Group size and the trust, cohesion, and commitment of group members’, Iowa Research Online. Retrieved from http://ir.uiowa.edu/cgi/viewcontent.cgi?article=3537&context=etd.
Stok, Z M, Markic, M, Bertoncelj, A & Mesko, M 2010, ‘Elements of organizational culture leading to business excellence’, Preliminary communication.
Thomas, J D E, Morin, D & Kira, D 2016, ‘The Three C’s of Team Building – Communication, Cooperation and Coordination’, The Online Journal of New Horizons in Education, Volume 6, Issue 3.
Thomas, O O 2014, ‘Change Management and its Effects on Organizational Performance of Nigerian Telecoms Industries: Empirical Insight from Airtel Nigeria’, International Journal of Humanities Social Sciences and Education, 1(11), pp.170-179.
Wheelan, S A 2009, ‘Group Size, Group Development, and Group Productivity’, Sage Journals.
Williams, R. 2010, "Leadership qualities", Nursing Management (Harrow), vol. 17, no. 6, pp. 13-13.
Wilson, J 2014, ‘Managing Change successfully’, Journal of Accounting.
Yorish, O 2014, ‘Collaboration, cooperation, coordination and communication’, Jewish Federation of Greater Orlando.
Our Amazing Features
No missing deadline risk
No matter how close the deadline is, you will find quick solutions for your urgent assignments.
100% Plagiarism-free content
All assessments are written by experts based on research and credible sources. It also quality-approved by editors and proofreaders.
500+ subject matter experts
Our team consists of writers and PhD scholars with profound knowledge in their subject of study and deliver A+ quality solution.
Covers all subjects
We offer academic help services for a wide array of subjects.
We care about our students and guarantee the best price in the market to help them avail top academic services that fit any budget.
Getting started with MyEssayAssignmentHelp is FREE