PasteI was raised to know the difference between what is right and what is wrong. My parents did not discuss our neighbors or the lives of our church members. I was taught to follow the laws of the Ten Commandments. My parents never drank alcohol in my presence or smoke. My father told me that guys did not like girls who smoke so I never smoked. He also taught me that rules were not hard to follow, and there are rules everywhere you go. Ethics is defined as “moral principles that govern a person’s behavior or the conducting of an activity” (merrian-webster.com). The ethics that my parents taught me have played an important role in who I am today.
As a leader, I have a responsibility to practice and display ethics. As a principal, I am a role model. My students and parents have certain expectations. Principals make decisions that affect the lives of families daily. Those decisions make that role of leadership a moral issue. My morals or ethics determine my decision process. I often remind my staff that because we work for a Christian school our approach to an incident differs from other schools. As leaders, our system of values and beliefs are the ethical framework that we have used to developed the vision that defines and shapes the change process, and takes actions to make those visions into a reality.
My favorite quote is, “to much is given much is required” (Luke 12:36). Leaders are given great responsibilities. Therefore, much is required from a leader. Leaders are required to have virtues. These virtues are courage, temperance, wisdom, justice, optimism, integrity, humility, reverence, and compassion (Johnson, 2013).
Core Ethical Frameworks/Code of Ethics
Courage (Johnson, 2013):
Leaders with courage are dedicated to the truth and seeking truth in all aspects. The writer of our text, (Johnson, 2013) reminded us of the words of Professor Andre Comte-Sponville when he stated that courage was the one virtue that is universally admired. “Courageous leaders acknowledge the dangers they face and their anxieties” (p. 39) “One common way in which leaders put moral courage into action is by intervening on behalf of others who are being victimized” (p. 80). “Courageous followers must have the courage to assume responsibility, courage to serve, courage to challenge, courage to participate in transformation and the courage to leave. People must have courage if they are to function as ethical leaders” (p.81).
Temperance (Johnson, 2013):
Leaders must maintain the ability to show temperance. A leader with temperance does not allow their emotions, or the pleasures of life to get the best of them. The temperate leader is like Switzerland. He is neutral. “Unfortunately, many leaders are intemperate” (p.82). “they are unable to control their emotions” (p.82). “They yell and scream at subordinates” (p.82). “Temperance also means knowing one’s limits and living within one’s means” (p. 82).
Wisdom (Johnson, 2013):
- Justice
- Optimism
- Integrity
- Humility
- Reverence
- Compassion
The Study of Values
Professor Gordon Allport outlined six major value types.
1. The Theoretical: a person who is mainly concerned with the finding the truth.
2. The Economic: an individual who places highest value on what is economical.
3. The Aesthetic: one who places high value of form and peace.
4. The Social: one who seeks out the love of people.
5. The Political: one who lives off power.
6. The Religious: one who strives for unity.
Adaptive Capacity
“The attribute of adaptive capacity is defined as overcoming a challenging event” (Johnson, 2013). When leaders have established core ethical frameworks they can expand it by viewing obstacles or crucible moments as stepping stones and not overwhelming hurdles that derails their personal or professional growth (p. 97).
Organizational Standard of Ethics
Aging Life Care Professionals™ (also known as geriatric care managers) have varied educational and professional backgrounds with a specialized focus on issues associated with aging and disabilities. Through consultation, assessment, care coordination and advocacy, an Aging Life Care Professional works with clients and families to address these challenges. The code of ethics provide accountability to both clients and public, the expected behavior of their professional community, as well as the following:
A Framework for Analyzing & Resolving Ethical Dilemmas
The Code of Ethics offers a framework for ethical decision-making when conflicts arise in either the practice or the business of Aging Life Care.
Integrity
An Aging Life Care Professional is honest, diligent, and accountable in the provision of service. An Aging Life Care Professional always acts in a manner that is consistent with the professional values stated in this Code.
Loyalty and Responsibility
- Confidentiality
- ReliabilityPromoting Benefit and Avoiding Harm
- Promotes clients’ interests, values, and welfare
- Avoids harm.
- Strives to assure maximized individual choicesRespect for Clients’ Rights and Dignity
- treats clients with respect
- respects the rights of each client
- strives to balance client autonomyJustice
- behaves professionally
- does not promote or sanction any form of discrimination
Shaping Ethical Climate
An organization’s ethical climate identifies its ethical values and behavior and affects the ethics of its employees (Wimbush and Shepard, 1994). Employees often have the same ethical climate as the company they serve because they are held to the same procedures and code of ethics. So, forming a strong corporate ethical climate is crucial to prevent unethical acts (Ahmed and Machold, 2004).
Preventing Destructive Behavior
Courageous followers must have the courage to assume responsibility, courage to serve, courage to challenge, courage to participate in transformation and the courage to leave (Johnson, 2013). People must have courage if they are to function as ethical leaders” (p.81).
Organizational Compliance vs. Organizational Integrity
Compliance with rules and regulations likely reduces the legal liabilities for not crossing into illegal behavior. Compliance will result in some likely safe heavens of accountability but will not be able to create passion and moral excellence. Greater transparency, increased communication, and demonstrating it daily so that the organization and its management and employees may operate with integrity have never been more crucial to a corporation’s reputation and its success. A compliance based management system is often externally driven – it is a given that regulatory bodies need to have assurances of strict compliance with rules, codes and regulations. He notion of integrity, however, is more than a moral individual character trait (Verhezen, 2010); it is a process of continuous ethical awareness of the role one is expected to play in an organization and in accordance with specific ethical guidelines within and even according to expectations outside the organization. A leader or manager with integrity “stands for something” and is willing to live by these principles and values with and for others in an organization (Calhoun,1995 p. 258).
Cultural Realist vs Universal Ethical Standards
I believe all leaders should have universal ethical standards, but I also believe that it is impossible. For standards to become universal, we would all have to think the same, have the same background and upbringings. We simply do not. For example, there has been multiple incidents across the country involving police shootings. It normally takes a few days before we know the identity of the shooter. Recently, a woman was shot and killed. The identity of the cop was released on the same day. Different standards for different races. Most of the previous shootings involved white cops and black victims. This last shooting involved a white woman and a black cop.