PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.
Marcus Mccall An organization's culture, beliefs, and behavior are significantly influenced by its organizational ethics. Leadership integrity, or the constant upholding of ethical norms and principles by organizational leaders, is a crucial component of corporate ethics. Using information from the paper "Managing for Organizational Integrity" by Paine (1994), this discussion will concentrate on the function of leadership integrity in organizational ethics. Summary of the Article In his analysis of the importance of maintaining organizational integrity, Paine (1994) focuses on four critical ethical issues: integrity as a guiding ethic, highlighting basic principles, creating a community of shared ambitions, and defining appropriate conduct. Each of these subjects clarifies how executives might promote a moral workplace environment. The importance of integrity in guiding ethical behavior inside an organization is emphasized by treating integrity as a governing ethic. Leaders must prioritize integrity and use it as a compass in their decision-making. Leaders foster trust and motivate staff to act ethically by establishing a clear ethical tone at the organization's top. Finding and publicizing the underlying ideas that guide an organization's actions is a part of highlighting core values. To ensure workers' actions are compatible with the organization's ethical standards, leaders should continuously communicate and reinforce these beliefs (Mehmood et al., 2019). Employees' decisions and behaviors are guided by core principles, which operate as a moral compass. Developing a shared vision that includes material achievement and ethical conduct is necessary to build shared ambitions. Leaders must convey the value of moral behavior and see that it is included in the company's strategic objectives. This encourages all employees to feel a shared responsibility for acting ethically. Incorporating the Ethics Topic in an Organization The measures below can be followed to include the ethical subject of leadership integrity in my organization (or a company I am familiar with): · Leadership Commitment: Top leaders should demonstrate an unwavering commitment to ethical conduct and lead by example (Shao, 2019). · Communication and Training: The Company should clarify its personnel's fundamental beliefs and ethical standards. · Code of Conduct: Create a thorough code of conduct that outlines the anticipated ethical behavior and offers advice on handling ethical problems. · Accountability and Transparency: Create systems to keep people accountable for their behavior (Lokuge et al., 2019). · Recognition and Rewards: Create a system that honors and compensates workers who regularly uphold moral principles and honesty. · Continuous Improvement: Evaluate and examine the organization's ethical standards regularly. To find development opportunities and quickly resolve ethical issues, get input from the workforce. Conclusion Fostering organizational ethics requires strong leadership integrity. Organizations may develop a culture of ethics and integrity by embracing the ethics issues of integrity as a governing ethic, emphasizing fundamental values, creating shared ambitions, and defining appropriate conduct. Ethical conduct gets imprinted in the organizational DNA through aligning leadership behavior with moral ideals and regularly expressing and reinforcing these values throughout the organization, fostering trust, employee engagement, and long-term success. References: Lokuge, S., Sedera, D., Grover, V., & Dongming, X. (2019). Organizational readiness for digital innovation: Development and empirical calibration of a construct. Information & Management, 56(3), 445-461. Mehmood, T., Alzoubi, H. M., & Ahmed, G. (2019). Schumpeterian entrepreneurship theory: Evolution and relevance. Academy of Entrepreneurship Journal, 25(4). Paine, L. S. (1994, March–April). Managing for organizational integrity links to an external site. Harvard Business Review. https://hbr.org/1994/03/managing-for-organizational-integrity Shao, Z. (2019). Interaction effect of strategic leadership behaviors and organizational culture on IS-Business strategic alignment and Enterprise Systems assimilation. International journal of information management, pp. 44, 96–108.