Ethics and Culture Paper

BUS 621

Leadership &Teamwork

Ashford University

Ethics and Culture

Effective and reliable leadership is described as possessing a decisive vision. The spirit of a leader is represented in his or her values, beliefs, actions, and goals, as portrayed by their respective teams. Therefore, leaders are required to communicate persuasively with their staff members for a greater comprehension of his or her image for the team. Improving listening skills can help staff and team members feel heard and acknowledged. Motivating people positively affects leadership. Moreover, having lofty ethical standards also lends itself to some of the most effective leaders. This paper will explain how critical the concept is in applied leadership, the expression of said vision, the utilization of ethical standards, the influence of motivation, and concepts within the organizations.

Vision is at the core of strategy and leadership. While leaders are accountable for developing and establishing the company’s vision, the framework of an organization is rooted in a strategic plan. This plan is crucial for a timeline that is designated for the near future. Strategic commitment and vision are instrumental in energizing people within an organization. It is a pillar within the motivational effect (Mihelic, Lipicnik, & Tekavcic, 2010). People are incited to work strenuously to accomplish a goal when they see that their managers are dedicated to that idea and that it is not just a pie in the sky dream but an attainable goal that everyone is behind. A standard of excellence can also be a bridge from the present to the future.

A vision is necessary for leadership and is at the core of a strategy. Leaders are responsible for establishing a vision for companies, and a strategic vision provides the framework of the possible future of the organization. Strategic vision increases commitment and energizes the entire organization and its supporting staff (Sun, Pan, & Ho, 2016). A clear vision that the entire team, including leadership, is committed to being what drives a team. When a team has a leader that is willing not just to declare a plan but ingulf him or herself in that plan, they are more likely to achieve the goal. A standard of excellence can be used to bridge both the present and the future.

To properly pass on one’s beliefs, a leader must be able to effectively communicate their vision so it can be easily distributed to their support team. This can be done in several ways face to face, one on one, or by using today’s technology (chat, emails, or video conferences) (Ugwu, 2019). The latest tangible items or technology are useful in keeping the word circulating. Big company-wide speeches may be more efficient for leadership, but it has proven to be less personal than a one on one or face to face interaction. When someone is addressed directly in a less impersonal way, they feel more valued, and they are more likely to feel accountable for there actions or lack thereof. Finally, it has been proven time and time again; that the best way to communicate your desired outcome is to show and prove (Modeling Behavior). Allowing your team to see you roll up your sleeves and get to work is the biggest motivator of all. People are more likely to follow a leader’s action, regardless of what is said. “Monkey see monkey do” Leaders should reinforce what is requested of their team with their own behavior.

An effective leader has excellent listening skills. And if they don’t, they need to consider improving this skill by learning not to jump to conclusions and allow people to complete their statements. When you cut people off and or jump to conclusions, it sends a message that you have already decided without hearing that person’s perception of what has transpired or point of view. Some managers will conclude what they think is the most likely chain of events that transpired in a situation without hearing the facts of what actually happened. For this reason, leaders need to remember to keep an open mind and let the events unfold before they conclude the conversation.

Goal-oriented achievements are an excellent motivator for many people. And it is said that driving a team to work toward achieving the company’s goals can be motivating within itself. The motivation of one’s employee is a critical part of leadership. It translates employees’ knowledge, abilities, and skills, into quantifiable accomplishment. It is vital in identifying duration, direction, and intensity of behaviors related to work (Yidong & Xinxin, 2013). Appreciation and rewards can be inspiring and motivating for a person to achieve a set goal. Encouraging support staff to be involved in goal setting and problem resolution helps the team have a vested interest in the organization and the outcome of goals and programs.

In conclusion, a decisive vision that lays out the plan and goals for an organization is an essential thing for any organization. Leaders that listen and take value in the team members’ input will find that their teams are more motivated and goal-driven. Motivation is what drives a team member to work harder for the collective good.


Mihelic, K. K., Lipicnik, B., & Tekavcic, M. (2010). Ethical leadership. International Journal of Management & Information Systems (IJMIS), 14(5).

Sun, P.-C., Pan, F.-T., & Ho, C.-W. (2016). Does motivating language matter in leader–subordinate communication? Chinese Journal of Communication, 9(3), 264–282.

Ugwu, C. I. (2019). Mediation effect of knowledge management on the relationship between transformational leadership and job performance of librarians in university libraries in Nigeria. Journal of Librarianship & Information Science, 51(4), 1052.

Yidong, T., & Xinxin, L. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of business ethics, 116(2), 441-455.

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