BSBMGT605 Provide Leadership Across the Organisation Assessment

1.Discuss in around a paragraph the concept of business ethics.
2. Discuss the two elements of ethical leadership.
3. Briefly describe three characteristics of an ethical leader. 
4. Briefly list three benefits of ethical leadership.
5. Discuss four (4) styles of leadership and the impact each style can have on staff.
6. Discuss in at least one paragraph a leadership theory and its application to the workplace.
7. Discuss at least three strategies that can be used to encourage employee participation in decisionmaking.
8. Discuss three factors that you might consider when deciding on a change management strategy
9. Discuss three strategies that a leader can use for building trust and confidence with colleagues.
10. Briefly discuss at least two benefits of networking.
11. List five pieces of legislation that a manager must be aware of and apply.
12. What are three benefits for following anti-discrimination law and providing equal opportunity
13. What are three costs of not following anti-discrimination law or providing equal opportunity.

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 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 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 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 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 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 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 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 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). 

References

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Awolusi, F. (2012). The Impacts of Social Networking Sites on Workplace Productivity. Journal of Technology, Management & Applied Engineering, 28(1).

Chemers, M. (2014). An integrative theory of leadership. Psychology Press.

Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.

Ferrell, O. C., & Fraedrich, J. (2015). Business ethics: Ethical decision making & cases. Nelson Education.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Hoffman, W. M., Frederick, R. E., & Schwartz, M. S. (Eds.). (2014). Business ethics: Readings and cases in corporate morality. John Wiley & Sons.

Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. Nelson Education.

Malo?, R. (2012). Leadership Styles. Annals of Eftimie Murgu University Resita, Fascicle II, Economic Studies.

Mayer, D. M., Aquino, K., Greenbaum, R. L., & Kuenzi, M. (2012). Who displays ethical leadership, and why does it matter? An examination of antecedents and consequences of ethical leadership. Academy of Management Journal, 55(1), 151-171.

Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.

Pawar, D. (2014). Styles of Leadership. International Journal of Research in all Subjects in Multi Languages, 2(7), 12-14.

Rosenbach, W. E., Taylor, R. L., & Youndt, M. A. (2012). Contemporary issues in leadership. Westview Press.

Yidong, T., & Xinxin, L. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), 441-455.

Yukl, G., Mahsud, R., Hassan, S., & Prussia, G. E. (2013). An improved measure of ethical leadership. Journal of leadership & organizational studies, 20(1), 38-48.