Ethical Leadership Behavior on Ethical Climate

Question: Discuss about the Ethical Leadership Behavior on Ethical Climate. Answer: Introduction: Motivating employees has always been a challenge to the organizations. With the involvement of the proper leadership behavior, most of the organizations have been motivating their new and existing employees at the workplace (Yukl 2012). Most of the business analysts have discussed that the proper guidance of the leaders is always needed in the organization in order to enhance the productivity of the employees in an efficient manner. In this assignment, the importance of the leadership behavior on employees motivation has been discussed in context to the proper implications of theoretical approaches. Discussion: Chhokar, Brodbeck and House (2013) have identified that over the past few decades, the leaders play an integral role in the organization for enhancing the business opportunities through different strategic implementations. With the engagement of the authentic leadership style, the employees in the organization obtain the adequate opportunities in enhancing their individual workability. According to Holloway (2012), for motivating the employees in the organization, the leaders must have some qualities including positive attitude, clear goals, and objectives, uphold open communication, accumulate employees feedbacks. Besides this, the leadership behavior and style depend on the goals and objectives of the organization. By segregating the leadership style, we obtain five different styles including autocratic, participative, transactional, transformational, and laissez-faire (Wallace et al. 2013). Among these leadership styles, the participative or democratic leadership style facilitates the employees to share their personal feedbacks and suggestions to the higher management. Consequently, this particular process not only motivates the employees in the organization but also provides an adequate contribution in enhancing the growth of the business. On the contrary, autocratic leadership style does not involve the employees into the decision-making process, and the employees are bound to obey the order of the higher authority. Hence, this particular leadership behavior does not influence the employees in delivering productive performance in the business. House et al. (2013) has discussed that unlike the traditional form of leadership, the participative leadership style always motivates employees at the workplace in contributing the enhanced performance in the business. Organizational behavior is constituted with five primary categories that include autocratic model, custodial model, supportive model and collegial model. Most of the business organizations tend to follow supportive model, as this particular organizational behavior model is not based on the predominance of authority. By implementing this particular model, the organization tends to maintain participative environment at the workplace. Employers do not like to impose their decision on the employees. While making business strategies and policies, the business managers tend to involve organizational employees in order to take a collective decision-making. As a result, employees intend to provide their best effort towards organizational services. By discussing the traditional leadership theory, it can be assessed that the trait theory is the most popular conjecture for enhancing the business opportunities in an efficient manner. Trait theory of leadership considers the personality, social, physical or the intellectual traits for differentiating the leaders from the nonreaders (Demirtas and Akdogan 2015). The leadership theory is based on the ambition and energy along with the honesty and integrity. According to the leadership theory, the leaders personal traits are the key to leadership triumph. Trait theory is based on the abilities and motivators along with the personal traits. Trait theory discussed that the abilities of the leaders must involve the supervising ability and intelligence along with the initiatives (Yukl 2012). Besides this, the motivators can be identified through different factors including self-actualization, high financial reward, and job security. On the other hand, the personal traits need to be involve d the self-assurance, decisiveness, maturity and working class affinity. However, the trait theory has some limitations. For instances, the unidentified substantiation of cause and effect of affiliation of guidance and personality might affect the behavior of the leaders (Chhokar, Brodbeck and House 2013). Hence, it can be assessed that the trait theory needs to be followed by the leaders of the organizations in order to behave properly with the employees. It not only motivates the employees but also facilitates in enhancing the business opportunities in an effectual manner. Besides the traditional form of theory on leadership, the leaders also should follow the contemporary theory including transformational leadership theories. The transformational leadership can be found at all levels of the organization such as teams, departments, divisions, and the organization itself (Holloway 2012). The leaders following the transformational theory are very visionary, inspiring, risk-taker and thoughtful thinkers. It can be assessed that the transformational leadership is based on four factors including inspirational motivation, intellectual stimulation, idealized influence and individualized consideration. By discussing the particular model of leadership, it can be identified that the transformational leadership always inspire the employees and staffs in the organization in enhancing their individual performance in an efficient manner. In most of the cases, the transformational leaders indeed try to make the employees more creative and innovative. By providing the idealized influence to the employees, the leaders make their employees more effective in delivering high productivity in the business (Wallace et al. 2013). However, the particular contemporary theory of leadership has some criticism. For instance, the particular leadership style is quite difficult to understand, as it is a combination of many leadership theories. Conclusion: It can be concluded that the leadership behaviors has a huge impact on the performance of the employees in the organization. By following the proper leadership behavior, the management of the organization would be able to enhance the business opportunities in an effectual manner. In this particular assignment, the importances of the leadership behaviors of motivating employees have been discussed in a detailed manner. The particular research paper includes the theory and model on the employees motivation and leadership style in order to analysis the topic in a better way. References: Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment.Journal of Business Ethics,130(1), pp.59-67. Holloway, J.B., 2012. Leadership behavior and organizational climate: An empirical study in a non-profit organization.Emerging Leadership Journeys,5(1), pp.9-35. House, R.J., Dorfman, P.W., Javidan, M., Hanges, P.J. and de Luque, M.F.S., 2013.Strategic leadership across cultures: GLOBE study of CEO leadership behavior and effectiveness in 24 countries. Sage Publications. Wallace, E., de Chernatony, L. and Buil, I., 2013. Building bank brands: How leadership behavior influences employee commitment.Journal of Business Research,66(2), pp.165-171. Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more attention.The Academy of Management Perspectives,26(4), pp.66-85.