Reference no: EM131056039

Response should be 200 words each of question.

Q1. When a leader enters into an organizational climate that is toxic or not, the leader must earn the respect and trust of the followers. Embracing the notion of structure proceeding outcomes, respect and trust must be modeled. Respect and trust must become as critical to the foundation of the leader-member exchange dynamic as rebar is as critical to the foundation when laying concrete. Without rebar when the ground shifts, the concrete though strong, has nothing to hold on to for additional strength and properly flexibility. Respect and trust work in the same way as rebar. When organizational climate shifts occur, if the climate is void of mutual respect and trust, the members have nothing to rely on for strength and flexibility. Caldwell, Hayes, and Long (2010) assert leaders in global modernity contexts wrestle with the challenge of earning trust and commitment. The study presents substantive support for the growing body of literature which suggest the critical nature of ethical stewardship is a key element in cultivating trust, respect and commitment.

Reference

Caldwell, C., Hayes, L. A., Long D. T., (2010). Leadership, trustworthiness, and ethical stewardship. Journal of Business Ethics, 96(4), 497-512.

DQ 2. Kevin, this is kind of a trick question. We are studying leadership. If there was not a path to guiding better organizations, why would we teach it. Good work with this post.

However, while we know effective leaders can change an organization, it is not necessarily a joyful process. San Juan de la Cruz, in his 16th Century poem The Dark Night of the Soul, noted the despair that can come with doing right (Joy ultimately follows). His work brings to mind Christ's struggle in the garden before he was arrested. While he was completely obedient to the Father, he suffered.

In an obscure night
Fevered with love's anxiety...(San Juan de la Cruz; translated from Spanish)

DQ 3. Yes, leadership can change organization's culture from toxic to ethical. According to Campbell (2015), toxic leadership is when the actions and characters of leadership create an adverse effect on the well-being and morale of the employees and creates negative organization environment. When a leader who is confident, competent, and ethical takes up this challenge; this leader must attempt to change the perspective and perception of all employees regarding their needs, values, and ethical beliefs (Mehta &Maheshwari 2013). Once this leadership can change the culture by introducing all necessary ethical components i.e. ethical training across all aspects and communication; processes and systems will be modified, as such, toxicity will be eradicated and will result in a positive outcome and positive job performance (Mehta &Maheshwari 2013). Most importantly, an empirical study indicates that when a leader comes into this toxic unethical organization, transformational leadership style will help shape the employees' immediate reaction and perception and commitment at the beginning of the change (Seo et al. 2013).

References:

Campbell, J. (2015). Toxic leadership. Salem Press Encyclopedia
Mehta, S., &Maheshwari, G. C. (2013). Consequence of toxic leadership on employee job satisfaction and organizational commitment. Journal Of Contemporary Management Research, 8(2), 1-23.
Seo, M., Taylor, M. S., Hill, N. S., Zhang, X., Tesluk, P. E., &Lorinka, N. M. (2012). The role of affect and leadership during organizational change. Personnel Psychology, 65(1), 121-165. doi:10.1111/j.1744-6570.2011.01240.x

DQ4. For the Lord gives wisdom; from his mouth come knowledge and understanding (Prov 2:6) Please review the week's lesson. What did we learn? Why did we learn it? Who can use it? Why would we use it? How can we use it? After that review, please synthesize those reflections into one sentence-it is ok if it is lengthy as long as it is grammatically correct.