scholarly journals Is There Enough Effort by Corporations in Malaysia to Promote Ethical Leadership and Long-Term Growth? A Perspective Analysis

2021 ◽  
Vol 1 (1) ◽  
pp. 1-11
Author(s):  
Anantha Raj A. Arokiasamy ◽  
Alice Tamah
Keyword(s):  
Leadership Style ◽  
Ethical Leadership ◽  
Role Model ◽  
Ethical Issues ◽  
Ethical Problem ◽  
First Century ◽  
University Education ◽  
New Findings ◽  
Ethics Curriculum ◽  
Ethical Leaders

Employees are under greater pressure to tackle more difficult ethical issues as global competition and economic demands rise. It focuses on the concept of ethical leadership, the personality traits of ethical leaders, and the views linked to the antecedents and results of ethical leadership. Following an ethical approach leads in a positive experience for everyone involved in a firm; the issue of ethical leadership is discussed in this article. Ethical leadership is a form of leadership in which individuals act in ways that are acceptable and essential for the greater good in all parts of their lives. Any individual in a management position should exercise ethical leadership. This is the most major ethical problem that our society and workplace confront, as well as the most significant ethical leadership task. This study provides possibilities for academics to investigate new findings in leadership style and aids in understanding how companies may produce ethical leaders in the workplace. A successful and efficient leader blends ethics and leadership, making their presence known and emerging as a role model to play a more positive and important role in a company. The presentation also addresses the subject of developing ethical leaders for the twenty-first century. One of the goals of university education is to develop students' common sense so that they may become effective citizens who can contribute constructively to our community and industry. This guarantees that teachers in charge of ethics curriculum and preparation in companies must ensure that future leaders grasp the ideas and implement ethical standards in their everyday job routines.

Developing ethical leadership for business organizations

2019 ◽  
Vol 40 (6) ◽  
pp. 712-734 ◽  
Author(s):  
Avnish Sharma ◽  
Rakesh Agrawal ◽  
Utkal Khandelwal
Keyword(s):  
Conceptual Framework ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Organizational Identification ◽  
Role Model ◽  
Vital Role ◽  
Positive Outcomes ◽  
Content Type ◽  
Ethical Leader ◽  
Ethical Leaders

Purpose The purpose of this paper is to understand the growing construct of ethical leadership and its related concepts that focus on the importance of the moral aspect of leadership. It focuses on the idea of ethical leadership, personality attributes of ethical leaders and develops a conceptual framework including various propositions related to the antecedents and outcomes of ethical leadership. Design/methodology/approach This is a review paper based on a synthesis of leadership literature from existing research journals and articles on ethical leadership. Authors analyzed selected papers on ethical leadership to propose a conceptual framework that shows the antecedents and outcomes of ethical leadership. Findings An ethical leader is one who strongly believes in following the right set of values and ideals in their decisions, actions and behavior. One has to be honest with high integrity, with people orientation and communicates assertively. Among the other attributes of an ethical leader, one needs to be responsible for taking unbiased decisions in benefit and overall interest of people and organization. This ethical leadership plays a vital role in developing positive outcomes such as followers’ organizational commitment and organizational identification. Trust in leadership can moderate this relationship. Practical implications This paper offers opportunities for researchers to explore discoveries in leadership style and also helps to understand the ways the organizations can develop ethical leaders at the workplace. An effective and efficient leader integrates ethics with leadership and thus makes its presence felt and emerges as a role model to play a more positive and valuable role in an organization. Originality/value This paper helps the strategist and educators to conceptualize ethical leadership and its framework including leaders’ ideal traits, similarities and differences of ethical leadership with other leadership styles and its role in developing positive outcomes in an organization. It presents a framework of ten testable propositions about ethical leadership that are relevant for both the practitioners and the scholars.

scholarly journals The Impact of the Fourth Industrial Revolution on Ethical Leadership

2021 ◽  
Vol 2 (3) ◽  
pp. 234-247
Author(s):  
Thanh Nguyen Hai ◽  
Quang Nguyen Van
Keyword(s):  
Leadership Style ◽  
Ethical Leadership ◽  
Industrial Revolution ◽  
Power Sharing ◽  
Leadership Ethics ◽  
Leadership Performance ◽  
Technological Revolution ◽  
Fourth Industrial Revolution ◽  
The Impact ◽  
Ethical Leaders

Objectives: ethical leadership is a widely discussed topic, but so far there are still debates around this topic, even arguing that ethical leadership is just statements of right and wrong or that it is a style “leadership style”. Now, the impact of the fourth industrial revolution will make ethical leadership even more essential to improving leadership performance. Therefore, the aim of the study is to show the advantages and challenges of the fourth industrial revolution, these impacts on ethical leadership, so that the effects are useful to leadership performance. Focus on developing ethical leadership. Methods / Analysis: this study conducts analysis and evaluation from data sources on Science Direct, Web of Science, and Scopus, thereby showing the basic characteristics of leadership, ethics, ethical leadership, fourth industrial revolution, advantages and challenges, discussions on the impact of the fourth industrial revolution on ethical leadership. Findings: The findings of the study indicate that the ethical leadership qualities are quite stable, such as perseverance, service spirit, tolerance, power sharing, fairness, etc. The impact of the fourth technological revolution will make ethical leaders more effective in their roles, making it easier for leaders to overcome challenges, contributing to improving leadership performance. Novelty / Improvement: research shows that ethical leaders will be dedicated leaders, service-minded leaders, impacted by the fourth technological revolution, making leadership even more powerful. Virtue becomes more and more important. Therefore, in order to successfully implement the fourth industrial revolution, it is necessary to pay attention to developing ethical leadership. Doi: 10.28991/HEF-2021-02-03-05 Full Text: PDF

Reforming the criminal justice system – an ethical leadership approach

2017 ◽  
Vol 13 (2) ◽  
pp. 64-75 ◽  
Author(s):  
Verl Anderson ◽  
Riki Ichiho
Keyword(s):  
Criminal Justice ◽  
Criminal Justice System ◽  
Ethical Leadership ◽  
Justice System ◽  
Ethical Issues ◽  
Content Type ◽  
The Public ◽  
Moral Perspective ◽  
Conceptual Paper ◽  
Practical Implications

Purpose The current criminal justice system is pledged to serve and protect society while preserving the rights of those who are accused. The purpose of this paper is to explore the premise of “innocent until proven guilty” and examine whether this assumption truly prevails under the current criminal justice system, or be modified to accommodate a sliding continuum of virtuosity. Design/methodology/approach This paper is a conceptual paper which relies heavily on the current literature about criminal justice and related ethical issues. Findings The paper argues that today’s criminal justice system fails to meet the standards of the virtuous continuum and that those who oversee that system need to rethink how the system operates and is perceived by the public if they wish the criminal justice system to be perceived as just, fair, and ethically responsible. Research limitations/implications Because this paper is a conceptual paper it does not present research hypotheses. Practical implications This paper suggests that “virtue” and “ethics” must be the foundation upon which the criminal justice system is evaluated, and criminal justice must incorporate an ethical standard which is virtuous and fair to all parties and leaders who oversee that system must meet the standards suggested by the virtuous continuum. Originality/value This paper is among the first to identify the viewpoint of the virtuous perspective, moral perspective, amoral perspective, and immoral perspective in the criminal justice system.

scholarly journals Mandating doctors to attend counter-terrorism workshops is medically unethical

2016 ◽  
Vol 40 (2) ◽  
pp. 87-88 ◽  
Author(s):  
Derek Summerfield
Keyword(s):  
Medical Association ◽  
Ethical Leadership ◽  
Ethical Issues ◽  
Civil Liberties ◽  
General Medical Council ◽  
British Medical Association ◽  
Medical Council ◽  
Counter Terrorism ◽  
Mandatory Training ◽  
The Uk

SummaryThis is a brief exploration of the ethical issues raised for psychiatrists, and for universities, schools and wider society, by the demand that they attend mandatory training as part of the UK government's Prevent counter-terrorism strategy. The silence on this matter to date on the part of the General Medical Council, medical Royal Colleges, and the British Medical Association is a failure of ethical leadership. There is also a civil liberties issue, reminiscent of the McCarthyism of 1950s USA. We should refuse to attend.

scholarly journals Supervisor-Subordinate (Dis)agreement on Ethical Leadership: An Investigation of its Antecedents and Relationship to Organizational Deviance

2018 ◽  
Vol 29 (1) ◽  
pp. 25-53 ◽  
Author(s):  
Maribeth Kuenzi ◽  
Michael E. Brown ◽  
David M. Mayer ◽  
Manuela Priesemuth
Keyword(s):  
Social Influence ◽  
Ethical Leadership ◽  
Polynomial Regression ◽  
Organizational Deviance ◽  
Unit Level ◽  
Better Than ◽  
Ethical Leaders

ABSTRACT:We examine supervisor-subordinate (dis)agreement regarding perceptions of the supervisor’s ethical leadership and its relationship to organizational deviance. We find that, on average, supervisors rate themselves more favorably on ethical leadership compared to how followers rate them. In addition, polynomial regression results reveal that unit-level organizational deviance is higher when there is agreement about lower levels of ethical leadership, and disagreement when supervisors rate themselves higher on ethical leadership than subordinates’ ratings of the supervisors. Finally, drawing on social influence theories, we look at antecedents of (dis)agreement and find that supervisors’ beliefs about themselves (that they were “better-than-average” ethical leaders) and others (their assumptions about whether the morality of their subordinates is malleable or not) are associated with self-other (dis)agreement on ethical leadership.

scholarly journals The identification and examination of the elements that caused a schism in the Johannine community at the end of the first century CE

2007 ◽  
Vol 63 (3) ◽  
Author(s):  
Dirk Van der Merwe
Keyword(s):  
Direct Evidence ◽  
Ethical Issues ◽  
First Century ◽  
1 John ◽  
Johannine Community

A group of people within the Johannine community (2:18) contributed towards destroying the fellowship of this community. Because 1 and 2 John do not provide direct evidence of the identities of the community’s heretically inclined members, they are defined in different ways by different scholars. A search for socio-religious circumstances which contribute towards determin-ing the opponents and adherents of the author which created the agenda for the reconstruction of the phenomena that caused this schism. The nature of the schism comprises “Pneumatological,” “Christological” and “ethical” issues encoded in the polemical language of slogans, dialectic discourse, confessions and denials. The schism in 1 John proves to be a matter of different interpretations of a shared tradition.

scholarly journals The effect of ethical leadership on employees’ empowerment: Field study at Al- Azhar University in Assuit - Arab Republic of Egypt: أثر القيادة الأخلاقية على تمكين العاملين: دراسة ميدانية على العاملين في جامعة الأزهر بأسيوط - جمهورية مصر العربية

2020 ◽  
Vol 4 (11) ◽  
Author(s):  
Abeer Mokhtar Sewify
Keyword(s):  
Human Resource Development ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Leadership Behaviors ◽  
Pearson Correlation ◽  
Research Problem ◽  
Average Value ◽  
Effective System ◽  
Simple Regression Analysis ◽  
The Impact

Empowering employees is one of the recent administrative trends in human resource development, which is responsible for increasing productivity and improving quality and profitability in organizations. In order to permit the organization to achieve this, it needs to adopt an ethical leadership style that provides the appropriate climate to support the empowerment of workers. The study aimed to investigate the impact of ethical leadership on employees’ empowerment at Al- Azhar University in Assuit. The research problem of the current study was represented in the following inquiry: Does ethical leadership affects employees’ empowerment at Al- Azhar University in Assuit branch? The study relied on the descriptive-analytical approach. The researcher used Pearson correlation to measure the strength of association between the two variables of this study (ethical leadership and employees’ empowerment) and their dimensions and direction of the association. The researcher used simple regression analysis to test the hypotheses and relationships of the independent and dependent variables. The study sample included (317) people from Al- Azhar University where data was collected using a survey list prepared for the purpose of the study and only 255 questionnaires were received, rates about 80%. And the study reached several results; the most important of which is that the degree of exercise for the two study variables came with an average degree for each of them, where the average value for ethical leadership reached (3.57) and for employee empowerment the average was (3.53). Furthermore, it was found that there was a significant effect of ethical leadership behaviors on employees’ empowerment, as the value of (T) was (1.98), which is significant at the level of (0.01). The study recommended the need to support the values ​​of ethical leadership ​​and their basic dimensions through holding training courses and workshops to spread the tenet ​​of ethical leadership in the organization and its values as well. Last but not least, we recommend the organizations to adopt an effective system that permit them to monitor the application of the concept of employees’ empowerment.

scholarly journals Models and specifics of interaction between universities and stakeholders

2021 ◽  
Vol 16 (5) ◽  
pp. 2690-2697
Author(s):  
Konstantin V. Vodenko ◽  
Yuri G. Volkov ◽  
Vladimir I. Kurbatov ◽  
Svetlana A. Tikhonovskova ◽  
Marianna L. Krolman ◽  
...  
Keyword(s):  
Higher Education ◽  
Business Models ◽  
Dominant Role ◽  
First Century ◽  
University Education ◽  
Social Partnership ◽  
Social Trends ◽  
Role Of The State ◽  
Mixed Representation ◽  
Analysis And Synthesis

One of the world's leading social trends in development of higher education of the twenty-first century is progression of relationships between universities and business. The main purpose of this paper is to compare the models of integration between universities and business, considering the triple model of social partnership, the model with the dominant role of the state, and the model of mixed representation, typical for the Central European countries. The methodological framework of this research includes methods of statistical and comparative analysis and synthesis. From the results of this research, European higher education has developed and effectively operates the developed models of interaction between institutions of higher education and business. The obtained results allow us to evaluate the possibilities of applying positive foreign experience in Russian reality.  Keywords: university, education, government, business, research, integration of education and business, models of interaction between universities and business.

The influence of ethical leadership on the organizational commitment in fire organizations

2021 ◽  
Vol 37 (1) ◽  
pp. 145-156
Author(s):  
Mohammadkarim Bahadori ◽  
Matina Ghasemi ◽  
Edris Hasanpoor ◽  
Seyed Mojtaba Hosseini ◽  
Khalil Alimohammadzadeh
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Role Model ◽  
Fire Department ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
In Fire

Purpose It is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran. Design/methodology/approach A descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient. Findings Mean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment. Originality/value The results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

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