Ethical Communities

1) Briefly restate your situation from Module 1 and your role.

To recap the situation, I used the rebranding project that my current organization

went through in November 2021. When the organization decided it was time for the

rebrand, the executive team created a team of individuals with experience in a specific

area. I was asked to be a part of the rebranding committee and serve in the uniform

department. This was because of my knowledge and expertise in ordering uniforms for

the organization. My role on the uniform team provided some obstacles as there were a

few risks that needed to be taken more seriously, and we needed to problem-solve a

solution appropriately. The committee for the rebrand met weekly, and during the weekly

meetings, we would discuss specific successes and setbacks in our department. Deciding

on uniforms was difficult because the supply chain was a significant issue the team lead

should have considered. Despite meeting and discussing our success and setbacks, the

supply chain issue was pushed to the side.

Also included in the rebrand was the launch of our new e-commerce websites.

Because I am the retail supervisor, the launch of the e-commerce website was a project

given to me. This was an impactful yet challenging situation as there were a variety of

challenges that came into play. Since the retail website fell into my domain, I was

responsible for creating and launching the website at the same time the organization

launched the new main website and at the same time, we launched the new logo. The

challenges and obstacles that occurred were a need for more communication with my

director regarding a specific responsibility, a timeline of due dates or milestones, and a

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 need to specify who was responsible for creating the webpage. With a lack of

clarification, it did leave me to believe that all responsibility is up to me despite my

efforts to obtain more information. So, I started working on the website, only to find that

website design was not my responsibility.

2) Describe how the ethics of the organization influenced the situation.

The organization does a great job at creating a positive culture that champions the

mission and vision of the organization, which results in a tremendous job portraying the

"soul" and "spirit" of the organization. AHS stands by its commitment to who they are,

what they do, what they believe in, and the values they have created by focusing on

creating a positive culture. The organization does this by championing the mission,

motivating and supporting teams, focusing on compassion and understanding, and

creating an open environment that encourages everyone to carry out the organization's

core values –innovation, compassion, and excellence (Mission, 2023). However, when

reflecting on the rebranding committee and the e-commerce website, there was a struggle

with creating a positive culture. When working on the rebranding committee, the leader I

worked with took control of the project resulting in the absence of the four frames we

have since learned about. My leader took away the meaning of the project and failed to

listen and understand any of my concerns. Also, the leader created a negative idea of

power by taking control of the project and not finding a way to work together or for me to

provide support in deciding on the uniforms. This not only led to the missed opportunity

of my experience and what I have to offer, but it also created significant problems when

it was time to launch the uniforms, which resulted in a uniform style and color change

post-logo launch. Overall, when working with my leader, she failed to understand this

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 project's significance and its impact on my growth and development. I had no opportunity

to utilize my skills and lost out on the chance to gain new skills, making me feel my role

did not matter. Even after the committee ended, there was no follow-up to discuss our

results resulting in no communication on what could be improved next time. Bolman and

Deal mention that "individuals need to see their work as meaningful and worthwhile, to

feel personally accountable for their efforts and feedback to let them know results "

(Bolman & Deal, 2021, pg. 416).

The same can be said when working on the e-commerce website with my leader,

the same one I worked on the rebranding committee with. This time, the leader needed

better communication, direction, and timelines and again failed to listen to my questions

and concerns. When working on this project with my leader, she failed to represent care

by not listening to what I needed and what I was asking for, which created unnecessary

stress and confusion—"caring begins with knowing; it requires listening, understanding,

and accepting" (Bolman and Deal, 2021, pg. 416). The leader I worked with also failed to

recognize the significance of this project for me and my growth as a leader. Despite

asking questions and expressing concerns, my leader had little concern about the impact

incorrect information would have on me and the project's success. I wanted to do great on

this project, but when I could not obtain the information I needed, I hindered my

confidence and my ability to succeed. Leaders aim to offer the gift of significance rooted

in confidence that work is precious and that devotion and loyalty can offer rewards

(Bolman & Deal, 2021, pg. 420). This was missing when working on the e-commerce site

with my leader and working together on the rebranding committee. Missing out on the

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 significance of both projects created a distrust in my leader, resulting in a lack of belief

and faith in her leadership abilities.

3) Recommend how you would apply one of the ethical communities for an alternative

course of action regarding your case.

Being on the rebranding committee and starting up an e-commerce website were

two monumental projects that were beneficial for the organization and significant for my

growth and development as a leader and my opportunity to feel a part of something

significant. Both projects would provide great opportunities as I continue my leadership

journey. However, due to the leader, I worked with on both projects, my experience and

expertise we have yet to use, and communication was a struggle. This resulted in a

disconnect and distrust in the leader I worked with. With that, I recommend removing

structure as the reason for determining roles and focusing on listening and

communication.

When working on the rebranding committee and the e-commerce website, much

of what I could learn and the experience could have been improved because of how the

leaders were selected. Leaders were chosen on hierarchical status rather than experience

and expertise. Power got in the way resulting in my leader taking control of the

environment and making selections and decisions on her own. I was not included in

uniform selections, resulting in a lack of excellence as the leader needed to identify and

solve problems seen throughout each meeting with the rest of the committee. In addition,

the leader needed the skill set and expertise to lead this project as she needed to gain

more knowledge of the supply chain, ordering uniforms, and project management. This

resulted in uniform issues, vendor issues, and delays once we launched the new logo.

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 Also, my leader led the e-commerce website, which created difficulty due to her lack of

communication and guidance. My leader had minimal experience with retail and e-

commerce setup and also had a full schedule.

This leads me to my second recommendation, which is creating an environment

of listening and communication. Listening and communication needed to be included in

the rebranding project and the e-commerce website. With both projects, my leader and I

only set up meetings within the rebranding committee. This prevented us from discussing

any problems and identifying any solutions and prevented us from working together.

Despite expressing my concerns to my leader, she still failed to understand what I was

expressing honestly. Her focus was more on what she needed to do than on what we

needed to do together.

4) Reflect on what you would do or not do differently given what you have learned

about ethics.

Ethical communities provided a deeper insight into how each of the four frames is

carried out within an organization. Each of the four frames is important not only for the

organization's success but also for each employee's success. The Arizona Humane

Society does a great job including each of the four frames throughout the organization, so

I would not suggest anything be done differently. However, what I would do differently

with the rebranding committee I was a part of, and the e-commerce website positively

utilizes power along with expressing the significance the projects gave me not only as a

leader but also to feel a part of the organization.

When working on both projects, the leader I worked with struggled with her

leadership as she took over the rebranding project and struggled with communication

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 while working on the rebranding committee and e-commerce website. Each project was

impactful for me because of the opportunity to gain skills, develop as a leader, and be a

part of the new organizational vision. The rebranding and launch of the website provided

the organization with new opportunities, which excited me about making a difference.

Still, because I did not communicate the significance of these projects with my leader, I

lost that sense of importance and meaning—"significance is about both the work itself

and how the work is embraced" (Bolman & Deal, 2021, pg. 419). Not communicating

also allowed me to lose a sense of power in my role as a leader, as is experience and

expertise were not utilized to their full extent. I was not a part of key decisions creating a

disconnect with the meaning and impact I could contribute towards the rebrand and e-

commerce website. Communication and taking the initiative to be a part of both projects

could have provided me the gift of power and work towards a common cause (Bolman &

Deal, 201, pg. 418).

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 References

Bolman, L. G., & Deal, T. E. (2021). Reframing organizations: Artistry, choice, and

leadership (7th ed.). San Francisco, CA: Jossey-Bass

Our Mission & Values (2023). Arizona Humane Society, retrieved from https://www.azhumane.org/our-

mission-values/.