Task 1

1. Discuss, in one paragraph, the concept of business ethics.

Business ethics checks the ethical and moral principles and issues that come in a business
environment. It can also be said as the written and unwritten codes of principles and values,
determined by company's culture, that govern decisions and actions within that company. It
applies to all parts of business conduct on behalf of individuals and the company.

2. Discuss ethical leadership and its importance in supporting organisational

values.
Ethical leadership includes leading in a manner that respects the rights and dignity of others.
It is a concept that is at times in direct conflict with more traditional models of leadership. In
the past, the major goals of leadership have been to increase production and profits. However,
in this century, this view has begun to slowly weaken as more organizational development
and human resources professionals assert that leaders also have the responsibility for making
sure standards of moral and ethical conduct. Good leadership then, refers not only to
competence, but to ethics that transmute organizations and people’s lives.
3. Discuss three characteristics of an ethical leader.

 Justice
An ethical leader should be regularly impartial and just. They have no favourites, and treat
everyone in a same manner. Under an ethical leader, no employee has any reason to fear
prejudiced treatment on the basis of gender, ethnicity, nationality, or any other factor.
 Respect others
One of the most important traits of ethical leadership is the respect that is given to followers.
An ethical leader shows respect to all members of the team by listening to them carefully,
appreciating their contributions, being sympathetic, generous while considering differing
viewpoints.
 Focus on teambuilding
Ethical leaders develop a sense of community and team spirit within the organization. When
an ethical leader strives to get goals, it is not just personal goals that they’re thinking about.
They make serious efforts to achieve goals that benefit the whole organization – not just
themselves.

4. Give, and explain, three benefits of ethical leadership.

  It creates a healthier workplace culture.
When there is an ethical leadership style in an organization, then it creates a improved, more
positive workplace culture. It creates an environment where each worker knows that they will
be treated equally with respect. The environment is nurturing, encouraging, and emphasizes
on building strong relationships between workers and the executive team. Over time, this
produces better moral, lower employee churn, and a positive effect on worker productivity.
 It creates a workplace that is inclusive.
The ethical leadership style is generally inclusive. These leaders are open to the thoughts of
others. They encourage people to raise voice, an idea or an opinion to support the
organization. The workplace for the ethical leader is diverse because the collective
experiences from different cultures, identities, and ethnicities is what makes a team bold. To
create this benefit, the leader must be well-educated in and be accepting of the differences
that are found in people today. It is the idea that are complained, not the people in this
leadership style.
 It allows problems to be reported quicker.
With an ethical leadership style, issues that would not usually arise to become matter of
discussion points between direct reports and leaders are brought up more often. There is no
guarantee that trouble won’t find a company focused on ethics, but it does help problems to
be identified and reported much faster.

5. Discuss four (4) styles of leadership and the impact each of the identified styles
on organisational culture.

 Directive Leadership: A Culture of Consistency

Directive leadership uses a pyramid structure, with power from the top to down. Those at the
top give to those at the bottom specific instructions and tasks. This style doesn’t encourage an
organizational culture of collaboration in which leadership is considered by dialogue,
openness, or collaboration. Instead, directive leadership creates class distinctions based on
each person’s position in the organizational rank. Rewards and punishments are used to
control staffs — and the overall organizational culture. This is the reason why this leadership
method is sometimes called “coercive management.”
 Transformational Leadership: A Culture of Inspiration
Transformational leadership is all about exploring what best defines your organization’s
culture—and making difference to improve it. Transformational leaders start by bringing
team members together to provide serious feedback. Employees get to know challenges and
opportunities, as well as personal goals and aspirations. Then, leaders align the organization's
goals and values with those of its team members while also charting a course for positive
organizational change. Why? Aligning organizational and individual values makes better
morale, which has been shown to improve production. The overall goal is to inspire
transformational culture in employees by reflecting personal goals and values.
  Servant Leadership: Culture of Inclusion
Servant leadership flips the organizational pyramid, creating an atmosphere where everyone
serves as a leader. The leader’s duty is to establish an organization’s visionary goals and
strategic plan. Then, the manager serves in a support role as employees work to achieve these
goals. Servant leaders focus on serving organizational stakeholders—and the bigger
community. This service component is what distinguishes servant guidance from other
leadership styles. Participative leadership, for example, allows employees by including them
in the decision-making process. Servant leaders, meanwhile, empower employees by
predicting a support role that helps employees complete organizational goals.

 Participative Leadership: Culture of Innovation

Relying on a autonomous approach, participative leadership works to build agreement among
team members. As with transformational leadership and servant leadership, participative
leadership gets beliefs and commitment to secure whole-system change. Leaders make the
final decision, but they do so through a process of compromise, collaboration, and consensus
building that involves all team members. As with any democracy, participative leadership
needs a culture of information sharing and egalitarian structures that provide a voice to all
team members. Unlike the concept of 'perspective taking,' where you make an effort to
understand another’s opinion, MIT researchers have found that the process of “perspective
giving”, sharing one’s own story with others, has been found to better build up trust and
empathy among groups with differing opinions.

6. Explain how charismatic leader can assist in ensuring that a company’s vision is
implemented.
Charismatic leaders can support in ensuring that a company’s vision is implemented using
visionary language to allow building a good work team. These are some of the characteristics
from this leaders:
 Are visionary
 Are excellent role models
 Challenge the status quo
 Empower their followers to perform beyond normal expectations
 Set a personal example that is congruent with their mission
 Use persuasive language to gain commitment to the vision
 Boost the confidence of their followers through motivation to do well and to trust
their instincts

7. Discuss at least strategies that can be used to encourage employee participation

in decision-making.
It is quite difficult to assume that an employee comes to you and give some advice about the
company for that reason we shuold actively seek their advice in different ways as:
 Suggestion Box: It can be a physical suggestion box. Or, you can have a digital
alternative, such as a designated email or online form. If you have a suggestion box,
make sure you continuously check it.

 Employee Surveys: The surveys can help you know new things like their opinions,
ideas, and level of satisfaction. After you provide employees feedback, ask them to
give you feedback in return also. Their responses may help you make decisions that
will help your business and to improve their position.

 Leadership Teams: The leadership teams may have a general focus on our business.
Or, we can create specific teams. For example, we might have a team that focuses on
marketing decisions and another team that emphasizes on developing our products or
services.

8. Discuss three strategies that a leader can use for building trust and confidence
with colleagues.

 Open and effective communication is an important reason for a leader's successful

business. Being a good communicator is more than just being able to convey a
message that is clear; it also means to be a good listener, checking for understanding
and paying attention to the non-verbal signals. Openness permits the employee to be
more involved in the workplace and it's a great way of deepening your connection
with the employee. It creates loyalty, mutual respect and a positive vibe in the work
environment.

 Better not to tell the staffs what you think they want to hear but instead what they
need to hear. It will help them greatly with their personal and professional growth. In
fact, one of the most powerful ways of building trust is to be transparent in every
tasks.

 It is very important to hold your employees accountable, but don't let that worsen out
of control. Don't let bad situations become a chance send him to failure. When a
mistake occurs, own it -- and don't put blame.

9. Explain the importance of leadership in ensuring that work health and safety
legislation is met.
Effective health and safety performance comes from the top; leaders have both collective and
individual duty and responsibility for health and safety.
An organisation won't be able to achieve the highest standards of health and safety
management without the active participation of his leaders.
Leaders should guide to the employees to work in a healthy and safe environment.
10. Give five (5) reasons why is important to follow anti-discrimination law and
provide equal opportunity, giving a short explanation of each.
 Your team and your organisation are more productive.
 The right employees are trained in the right skills.
 You should not end up in court fighting costly discrimination/harassment complaints.
 Each employee’s skills are prioritized to reach their full potential irrespective of their
personal characteristics
 Your workforce shows the diversity of your possible markets
11.
Answer
In the change management process, four major steps are followed. The first phase of the
change management process is the strategy and planning phase. All organization members
are required to discuss what a successful change comprises and assign the change
management roles to each member. When planning the organizational management change,
the following factors should be considered: company culture, existing business process and
technologies, approval process within the change management team, and success criteria and
timelines. The second phase is configuration and testing, which gives organizations a great
option to prepare and test the technical configuration setup. The third phase is product
training. Training is very important and should be arranged with proper administrative
consumers of the new application immediately.
Moreover, training materials should be made to be available for review. while carrying out
productivity training, you should consider exposing support services and contact. Lastly,
communication plan and Rollout is the last step. Consideration can be taken to re-
communicate updated policies related to the latest technology.

12.
Answer
Using the Kotters 8-step strategy model related to the organizational change process, the first
step is to make urgency. Creating urgency supports you to keep on with the initial motivation,
thus things moving. In this step, you know the potential threats, examine chances, indulge in
honest discussions, and ask support from your customers to strengthen your motive.
Secondly, you should form a powerful coalition. You should convince people that change is
needed and work as a team by building the urgency around the need for change. Checking on
your team's weak areas is very crucial. Thirdly, a vision should be created for growth. A clear
vision helps everyone to understand the need for change in an organization. Ensure that the
change coalition can describe the image in short words. Also, you should communicate the
vision to the members of the organization. Using the invention regularly, almost a day, to
make decisions and solve issues help the vision stick into the client's mind and respond to it.
Additionally, it is essential to remove the obstacles present that can prevent change from
taking place. Next, you should create short term wills whereby you give your company a taste
of victory in the small steps they take towards change. Nonetheless, it would be best if you
built on growth; this is done by analyzing every success and what to improve on, setting up
goals to keep the members motivated towards achieving it. Also, keeping the ideas fresh by
bringing in new change agents is essential. Conclusively anchoring of changes in corporate
culture is vital. In most cases, corporate culture determines what is done; thus, the values
behind one's vision should be done daily. Plans should be created to replace key leaders of
change as they move on.

Task II
Question number II
To: Operations Manager
Subject: Presentation