Define Your Position: Value, Ethics, and Leadership

Some call it in the heart of man on the sleeve; Others call it wearing their feelings. If the discussion is about value and ethics, leaders need to be open to them, constantly encouraging, guiding and guiding others to work within the scope and ethical standards described by the leader. Value and ethics exist in philosophical arena and often mistaken as the same. Value explain that who you are is what you already were. Ethics shows value with behavior. This article takes into account the fact that values ​​are on a higher level than ethics.

Dr. Gyertson6 shares insights into value and moral sources. He says about human development, there are socio-cultural effects on the family and the tribe. At the beginning of the precautionary measure, this means the value of survival and extended family. Exploring modern development offers a very different perspective on family and tribe. The family is nuclear power now, and relationships with the family are often limited to the Picnic family in July. Tribe, community, is a multitude of people with little neighborhood trials, workplaces, social tribe and others. They move among tribes and act differently in different settings. While core products remain, behavior changes when the group is moved. Communication in working groups is an example. Consider a group of university executives who work to meet the needs and wishes of applicants and students. Managers work to put applicants and students at ease when entering a course. The department works with student lectures and facilitates students' knowledge. The student is the one who is still communicating with different aspects of the university.

Value refers to value, utility, moral value, aesthetics, and may be singular or common. Value is the essence of what one believes. In June 2006, an article in the United States today, Colorado Rockies juggler Jason Jennings tells reporters that players for the soccer federation hear the value of a character and good life from the top of the organization all the way down. The dressing room does not show pornographic or magazine. There are sports magazines, racing and car magazines, and the prominent seen in the dressing room are the bible. This soccer community believes in Christian values ​​and Christian moral conduct. A fan says that no rubbish or playliner is usually heard among Rockies members. Leadership at the Rockies Institute indicates the expected behavior in the clubhouse, the sports hall and among other players. The Rockies are not the "winner" team in the major league championship; However, they show almost the highest behavioral ethics.

Ethics comes from Greek ethics, which means accustomed to habit. Ethics is a living study, a study where we discover things that are right or wrong or true and wrong based on how we know things. Therefore, the moral is the alien who acts out of faith.

Value versus ethics

Value and ethics are not separated from each other. However, they can evolve differently over time. Children's value increases parents' value. Ethical behavior of a child evolves from observing what parents do. Trust your parents & # 39; grows when a child sees his parents and obeys his faith (values) with his code of conduct (what they do) constantly. It is the leader of responsibility for the organization, employees and her and for themselves to do it less. Leader followers will lose confidence quickly if they monitor attitudes and behaviors that do not comply with ethical standards and values.

Value must identify or describe which leader is. Values ​​are fundamental as leaders make judgments about what is important. Ethics defines leaders of moral compass, leader of understanding of good and right. Ethics is a set of moral rules.

Leaders must commit to personal values ​​and organizational values ​​that try to fit both. In addition, leaders will show value in such a way that the inspector is fully aware of the leader's commitment.

A leader investigates the community where an organization exists to know what society is all about. Another consideration is ethical behavior that leaves the leader asking if the community works as it believes. These observations on what the community believes and how it behaves, says the leader's scale of standards in society. However, the organizers must work on a higher flight.

The discussion of a guideline test in conducting ethics is that ethics and values ​​do not fit neat classifications in the field of specialization. Melissa Ingwersen1 of JPMorgan Chase Bank supports basic ethics at home and at school before applying for business. She says JPMorgan Chase does not want to prevent banks or bankers from trading with questionable customers. Therefore, JPMorgan Chase chooses customers who are carefully trying to maintain their reputation and reputation of their customers.

What does the above example of values ​​and ethics mean in the organization? For Chase Bank, the value of honesty, honesty and the nature of customer building by selecting customers with similar value to the bank. Chase Bank does not violate their core values ​​for business reasons. Another view of this, as Brenda Joyner, etc., indicated community responsibility (CSR). CSR includes such aspects as economic, legal, extensive activities and ethics. She says that this is available within these public areas.

Living – Value and Ethics

Above, ethics is an external display value. In some organizations, leaders are pleased to accept moral responsibility for shareholders. Although this was generally accepted behavior during economic boom years, most long-term companies admit that the bottom line is not a moral symbolic way of participating.

Joyner, et al., See work Paine (1994). In this, they try to put into effect after following the law in accordance with the following spirit of the Act. While obeying the law is legally and morally correct, we seek to respect higher values ​​for obeying the spirit of the law, driving the leader to greater trust, reducing races and enhancing the value of ethical standards. Ethical standards are leading and organizational policies and values ​​are fundamental to managing policies.

Ray Coye3, who wrote in 1986, saw the need to identify values ​​and ethics. In his opinion, no value for organization is separated from the common values ​​of leaders and members. He provides a definition of value as, "… service (ing) as permissions in the name of which choices are made and actions taken." In depth, this definition in 1986 is defined on the basis of current beliefs regarding values ​​and ethics considered to be right – at that time (Coye, 1986)

. • The choice is chosen freely after discussion of choices and consequences

. Fully Confirmed, Cherished and Rewarded

• Different Action Images

Resolution

Value is the essence of our nature; They are absolutely our belief system. Our ethics, our behavior, show our value in the business environment. If we say we love (value) our children but we have offensive, value and ethical behavior are incongruent. Within the leadership role, the same applies to our attitude towards employees. Recent history of organizational change adds to the common knowledge of how personal greed over the declared organizational structure destroys trade and the worse religious workers have in business and leaders.

Not all organizations are Colorado Rockies Baseball Club, but development starts one person and one institution at a time. Be a trend setter.

Works Cited
1. Nightengale, B. (2006, June 1). Baseball Rockies strives to wake up on two levels. USA today. Downloaded on September 20, 2006 from [http://www.usatoday.com/sports/baseball/nl/rockies/2006-05-30-rockies-cover_x.htm].
2. Cook, JR Interview: Melissa Ingwersen, Central OH President, JPMorgan Chase Bank, NA. Ethical Leadership, Ethics Council in Economics (1.1)
3. Joyner, BE, Payne, D. & Raiborn, CA (2002, April). Building value, business ethics and community social responsibility in the development of the organization. Journal of Development Entrepreneurship (7.1), p. 113.
4. Coye, R. (1986, February) Individuals and Business Economics. Journal of Business Economics (5.1), p. 45.
5. Watson, S. (2006). Personal value in business: How successful companies support their performance with clear values. Downloaded on September 20, 2006 from [http://www.summitconsultants.co.uk/news-detail.asp?fldNewsArticles_ID=126].
6. Gyertson, DJ (2006). Protocol. Introduction to Regent University DSL Residency September 13-22, 2006

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