With empowering others, leaders build a foundation of collaborative thinking and encourage an atmosphere of personal involvement; a leader can strengthen the respect and loyalty of his or her followers. Leaders can affect this process by applying their own personal characteristics, such as individual beliefs and values, natural abilities, knowledge, and skills. The character traits of leadership begin with the authenticity of the leader who wants to inspire or motivate others to follow him or her. Without trust, a leader cannot be successful in influencing others to follow. Therefore, good leaders should know who they are and have a clear understanding of their own strengths and weaknesses.
Leadership doesn’t mean you’re rich, well known, liked, or respected but it does mean you are a passionate, caring, and authentic. Leadership means you care about something so much you are willing to risk everything you have for this belief or idea. Leadership is doing whatever you can in your power to make things better for those around you. Although, that is the definition of leadership is important, the characteristics that make a person a leader are just as important. A leader must be inspiring, they must be able to invite and welcome others.
This means you have to take initiative to make changes instead of be consistent and stay the same, when staying consistent that means the leader is falling into the management category. You have to have your own idea and follow through without too much hesitation but at the same time they need to be smart with their actions. I feel this way because
How would your life be different if you strengthened self-discipline? For some people 'discipline' sparks negativity so I will use 'self-determination' instead. Strengthening self-determination is one of the best things you can do to make great advancements in life and work. You gain freedom, confidence, and success. Self-determination leads to accomplishing more, perseverance, healthier choices, financial stability, a positive career/ business outlook, confidence to handle and achieve whatever comes your way, better control of time, and perceiving obstacles as only bumps in the road.
Eventually, those manipulating accounting activities affect company collapse. Once leadership has done unethical professional accounting behaviors, unethical acts become accepted. Employees have many reasons for remaining quiet. While Enron still have ethical internal rules, when leadership in Enron did not abide and did not provide corresponding example of employees to follow (Prentice 2003, p. 417). Which eventually make Enron’s become one of the largest corporate scandal frauds.
This promotes a positive work environment that equally shares commitment and responsibility. The author noted the importance of an organization to have a cadre of leaders versus one leader, (Lawler, 2003). Organizations that only have one leader was noted as dangerous, (Lawler, 2003). If that leader vanishes it could easily create an imbalance within the organization causing it to fail. As leaders retire or move on new leaders would move forward to maintain consistency and create a solid foundation within the organization.
Human Resources and ethics are linked and must be integrated. In today’s high-pressured environment, HR must spell out for employees that ethics come before deadlines or bottom lines. It’s a message that can easily be overlooked in the work rush especially if employees feel pressured to violate company policies in order to achieve business objectives. In an April 1997 study by the American Society of Chartered Life Underwriters and Chartered Financial Consultants and the Ethics Officers Association, found that 56% of all workers feel some pressure to act unethically or illegally.
Leadership, no doubt, is one the key aspects of creating a culture and climate that extracts the best performance from employees. It is a significant contributor to long term sustained employee engagement and satisfaction. It is a key building block to creating a high performing organization. When a trained and successful leader from one culture attempts to use these same skill sets and experience, which made them successful, on employees of different cultures or cultural backgrounds and fails; is he now a bad leader? If the leader does not take into account the diversity at hand and understand the differences in perception then he will not be able to successfully influence his employees.
We are warm-heated and sympathetic to those who are in need. We are the most diligent of all the types ... ... middle of paper ... ...rich says that if want to be a better leader you must abide the code. It is based on how you perceive others and how others perceive you. The behavioral theory is based on the behavior of a leader. If one does not have a positive outlook on leading or a learnable behavior then they will not make a good leader.
The problem to be investigated is how the gap of trust between leaders and followers, weakens employees’ commitment, harms wealth creation, and produces augmented transaction expenses in organizations all over the world (Caldwell, Hayes & Long, 2010). Scandals involving large corporations in recent years have led to calls for more attention being given to ethical behavior within companies, particularly among company leaders. A research area of interest is how ethical behavior among leaders impacts the environment of an organization and the behavior of its staff, including employees’ organizational dedication (Organizational Behavior Application Guide, 2011). Trust between leaders and a follower is essential for a company to be successful. If the followers don’t feel as if they can trust the leaders then there will not be open lines of communication within the company and without those nothing can get accomplished.