The study of leadership continues to seek ways to define,
suggest, and provide a description of good
leadership. As scholars and practitioners seek to advance
the topic, varying opinions arise as to what it takes to transform, sustain,
manage, and drive organizations and, most importantly, its
followers.It seems, due to the overwhelming opinions and
isolated discussions on different aspects of leadership, the deep personal
values, behaviors, and ethics of the individual himself becomes more of an
addendum lumped in with leadership style or preference. Additionally,
isolating the conversation as a matter of only leadership gives way for a
relaxed view of the personal and social relationship between people in an
organization. As such, value alignment, ethics, and their impacts on
organizational culture remain to be developing components in the role of
leadership development. There is much empirical literature on ethics, as well as
literature on leadership. However, there is very little empirical
literature on ethical leadership and its correlation with values and behavior.
Additionally, there is much literature on values and ethics as a way to form
compliance or a code of conductexpected of employees with little
consideration to the moral and social implications
of the organizational culture and the relationships developed within the
organization. Leadership scholars and practitioners would be remiss if
they did not consider the moral implications of leadership in the life and
culture of the organization. These
moral implications have broad influence and consequences in organizational
life and are important int he discussionof
leadership.
|
