Ethical Decisions in Leadership - Case Study Example

Problem Background Information The ethical dilemma in this situation has arisen as a result of the necessity of promotion of one of three candi s that have been identified as suitable for a higher management position in the company. The three have distinct capabilities and experience in the company, and Lael who is in charge of the promotions is faced with an ethical dilemma due to the fact that the promotions mean a lot to the success of the company. Moreover, her decision can put her employment at risk which is one of the major causes of concern. The deadline for the decision is approaching and she has to make a choice to accomplish her responsibility. One of the candidates that Lael has to evaluate is Liz who is African American with four years of experience in the company, which indicates her knowledge regarding the organizational operations. Promoting her would be a sign of cultural diversity and equality in the company. Roy is the second candidate who has worked for the longest period with the company, and in the industry. His performance in the organization is indisputable, although his ratings are on average. The third candidate is Quang who has worked in the company for three years and was among the best performers in the university. She is dedicated to her work and demonstrates a methodical management style. Problem Statement The major problem is the fact that there are various influences that may affect Lael’s decision, which raises questions as to whether Lael should ignore her own feelings regarding Liz to please the senior managers who are interested in the promotion. However, they too have different opinions regarding the most suitable candidate. It is difficult for Lael to choose between Roy and Quang who are supported by people in the upper management. In addition, Roy’s marriage to the vice presidents daughter could mean a lot to the organization’s relations with the government, which strengthens Lael’s ethical dilemma. Input The facts that might have a bearing on this problem include; issues regarding equality in the work place whereby the marginalized groups need to be given a chance to demonstrate their potential. Mitch et al. observe that in the contemporary workplaces, managers are faced with the dilemma of accomplishing a balance among the workers in regard to gender, race and ethnic background (71). The major issue is the fact that regardless of gender, the potential candidates usually have distinct qualities that may be significance to the success of the organization. On the other hand, it is difficult to make a choice when all the candidates possess outstanding qualifications, yet if a candidate from a minority group is appointed, the other candidates from the mainstream culture may develop a negative attitude whereby they may feel that their opportunities have been minimized by the employment of the minority. When the opportunity is offered to a candidate from the mainstream culture, the minority groups view it as marginalization. In other words, each group tries to defend itself and also demonstrates to the public that there is injustice, which may tarnish the reputation of the organization. Appointing a woman to a higher position in the organization would be a major step towards demonstrating to the public that the company encourages gender equality, which would also be augmented by the fact that Liz was a qualified African American. As Richard observes, corporate social responsibility is not only about helping the public to cope with their needs through providing services such as health, food security and such support, but it also includes ensuring employee satisfaction and propagating social cohesion in the workplace (45). In essence, a company can not win credibility in the public regarding its corporate social responsibility efforts while its employees are dissatisfied with the manner in which they are treated in the workplace (Mitch et al. 71). The aged are also a minority group and they have their unique needs. Having worked for virtually all his entire life in the organization, there is no reason for Lael not to recommend Roy for promotion. Working for twenty years in one organization is a clear indicator of dedication to the accomplishment of goals. His knowledge regarding the company can not be ignored, and it is important in the sense that he is capable of identifying risk factors that may make the organization vulnerable to competition or poor productivity. On the other hand, the young employees have fresh skills that might be worthwhile to the company, and maintaining old workers in high management positions may hamper their inventiveness. Kondratuk observe that veterans in organizations are usually resistant to change and innovativeness may not be accomplished (66). It would therefore be necessary to consider integrating new ideas in the top management, which gives Liz and Quang an upper hand in the candidacy. However, experience is also a factor to be considered in the promotions. The upper management positions in organizations need diverse skills that are acquired over time. Learning on the job is significant in problem solving and determining the best approach to use in accomplishing tasks. This gives Roy an upper hand over Liz and Quang. Lael is also under siege in the sense that accomplishing the promotion is among her responsibilities in the company and can make her employment vulnerable to criticism and eventual loss. Apart from maintaining friendship with Liz and maintaining good relations with her seniors, she has to ensure that her responsibility in the organization is fulfilled. As Applebaum and Santiago observe, workplace responsibilities provide a connection between employees and their seniors (23). For this reason, the senior managers and individual performance as well as career mobility in the organization are inseparable. This is a major cause of the ethical dilemma that Lael is facing since all her decisions are locked by the opinion of her seniors. She might therefore be compelled to favor their decision rather than use her discernment. On the other hand, she might decide to remain firm on her decision regardless of her superior’s reaction and wait for any consequences. But such a decision would make her look incompetent for anyone who may perhaps realize the relationship between her and Liz. She might be classified as a wicked employee who is unable to separate personal and family matters from workplace issues, which would be regarded as incompetence. Solution One of the solutions is to recommend Roy for the promotion based on his devotion to the company as well as his knowledge and experience. His indisputable performance is a major factor to be considered in the considerations for promotion. His stay in the organization is one of the parameter that can be used to determine his knowledge regarding the organization, its competitors and the various strategies that have been used to improve the company’s competitiveness. Moreover, Roy understands the industry quite well having been in it for thirty years. His previous accomplishments in producing the best sales performers are among the desirable qualities for a senior management position. The fact that he has served the company for a long time to the extent that other employees feel that he has earned it is a major reason that Lael needs to consider. The second possible solution is Quang, whose management style is outstanding. She is understood to be a hardworking manager who is determined to accomplish her goal. Salas et al. observes that for organizational strategies to be accomplished, the manager needs to be focused on the goal to inspire the employees to work hard (54). In other words, the subordinates need to be led through example. Quang’s three years of experience in the organization are good enough for her to have understood the organizational processes and therefore the management tasks would not be difficult for her. Both solutions may put Lael in good terms with some of her seniors while it would also help her to avoid being biased due to her relationship with Liz. However, there is need to do a SWOT analysis (Strengths Weaknesses Opportunities and Threats) to determine the most appropriate solution for the ethical dilemma as presented in the tables below. SWOT Analysis for Choosing Roy Strengths Weaknesses Is the longest serving employee in the company hence understands its operations perfectly Is a steady performer and produces the best sales performers Average to low energy level meaning that he may not be productive in a high management position Lael will be unable to demonstrate gender and racial balance in promotions Opportunities Threats Might help the organization to establish strong relations with the government through the vice president Understands the organizational strategies, success and failures hence he can be useful in strategizing for the company’s future objectives Approaching retirement and therefore the company might be forced in to the present situation soon after his promotion Roy is part of the aging workforce that is known to resist change in organizations, which may hinder innovativeness. Failure to promote Roy can jeopardize Lael’s employment since some senior managers support his promotion SWOT Analysis for Choosing Quang Strengths Weaknesses High IQ since she was among the top three percent of her class in the university. This will help in setting up organizational strategies Three years experience in the company hence understands the organizational strategies Meticulous management style is important in the accomplishment of organizational goals Unable to establish useful workplace relations making other workers to dislike working with her Opportunities Threats Determination to accomplish her objectives may be significant in the accomplishment of organizational goals She is known to have filed legal charges against her former employer Failure to promote her would jeopardize Lael’s employment since one of the upper management may not be pleased As Clauss & Voss observe, it is important to maintain ethics in a company for productivity to be accomplished (12). This can only be achieved through avoiding favoritism in appointments as well as promotions in the workplace. Roy’s steady performance makes him appropriate for the upper management job. On the other hand, Quang’s high IQ accompanied by her management capabilities is important for the organization. Her meticulous management style is likely to bring success to the company. Quang too has experience in the organizational operations after working for three years. However, both candidates have weaknesses, with Roy’s retirement age approaching it would be necessary to promote an employee with a better prospect in the organization. Moreover, his age is associated with resistance to change. In essence, humans need to avoid actions that are perceived to present risks in their lives (Belton, 15). Lael’s decision may be influenced by the senior manager, compelling her to get concerned with employment rather than making an ethical decision. Quang has problems in establishing rapport with subordinates. This is a major issue since without employee satisfaction; organizational objectives can not be accomplished. As Salas et al. observes it is important to focus on building teamwork in the workplace (65). Quang might not be successful in teambuilding, hence may not facilitate worker productivity despite her meticulous management style. In regard to the opportunities, Roy’s promotion might be significant in the accomplishment of organizational objectives by establishing a strong rapport with the vice president, while on the other hand Quang may be significant due to her determination in accomplishing her goals. Organizational sustainability needs to be given the first priority in determining the manner in which the organization handles its human resources (Berenbeim, 14). Choice In regard to the comparison of the SWOT analysis of the two candidates, the strongest choice for promotion is Roy. He has the desired experience and the organization may benefit from his knowledge especially in organizing for the training of new recruits. The choice is a strong inspiration for the employees who have served for fewer years to work hard for promotion after helping the organization to accomplish its objectives. It would also help Lael to maintain strong rapport with most of her seniors as well as demonstrate to the entire workforce that she honors dedication in the workplace. Operation For the choice to be acceptable to all without jeopardizing Lael’s employment and also not disappointing her friend Liz and the senior manager who preferred Quang, she needs to develop a workable procedure with clearly defined steps and remain focused to be successful in its application. After identifying the two potential candidates and conducting a SWOT analysis, comparison of the results would give Lael a basis for determining the stronger among the two, while focusing on the organizational goals. Maintaining focus on her employment is of primary importance and therefore the candidate with the least risks where she is concerned should be chosen. After settling on the decision to select Roy, it is important to inform him as well as the senior managers regarding the logic behind her decision. Lael also needs to inform the senior manager supporting Quang regarding the superior attributes of Roy that made her appoint him for the promotion. It is also important to inform Liz regarding Roy’s appointment and ensure that she understands how Lael cares for her through demonstrating her understanding of Liz’s predicaments. Liz needs to mobilize all the employees to team up in support of Roy to make it possible for him to steer the organization to accomplish its objectives. In conclusion, it is important for companies to maintain ethical decisions in leadership as well as in organizational operations, the main reason being the fact that failure to establish the solution to an ethical dilemma may lead to problems that may be difficult for the organization to deal with in future. In this situation, Lael will save the organization getting in to management issues in future by making an ethical decision. References Applebaum, S., and Santiago, V. “Career Development in the Plateaued Organization.” Career Development International Vol. 2.1 (1997): pp 11-20.  Belton, E. “Truth or Consequences: The Organizational Importance of Honesty”. The Nonprofit Quarterly, (2004): pp 57-60 Berenbeim, R. E. “Maintain an Ethical culture”. Executive Excellence, Vol. 16.2 (2006): pp 19 20 Kondratuk, T. B. Hausdorf, P. A. Korabik, K. and Rosin, H. M. “Linking career mobility with corporate loyalty: How does job change relate to organizational commitment”. Journal of Vocational Behavior, Vol. 65.2 (2004): pp 332-349. Krause, T. R. & Voss, P. J. “Building an Ethical Framework: 10 questions to consider in encouraging an ethical corporate culture”. Business Ethics, Vol. 3 (2007): pp 11-12 Mitch, D. Brown, J. and Marco H. D. Origins of the Modern Career. Aldershot, UK: Ashgate, 2004. Richard, B. What Color Is Your Parachute? A Practical Manual for Job-Hunters and Career-Changers, Berkeley, CA: Ten Speed Press, 2007. Salas, E. Bowers, C. A. & Edens, E. Improving Teamwork in Organizations: Applications of Resource Management Training, CRC Press, 2001. Read More