Moral Judgment in Leadership

Moral Judgment in Leadership

Leaders display unique leadership skills, depending on where they work and the training they have undergone (Dat & Lane 2011). Organizations are set up to meet different goals and objectives. Therefore the management must devise policies or management strategies to ensure they achieve the organization’s goals and objectives. However, the most common thing that should cut across leaders is that they display moral judgment or moral vision in their management work (Olasky 2014). Steve Jobs, a leader at Apple, comes out as one of the most influential and successful business managers in history. In his leadership, he concentrated on customer satisfaction, and he would lay off workers who could become found mistreating the customers. The strictness leads to a company of hardworking staff whose focus became tailored towards customer satisfaction (Rhode 2006). Due to his moral vision in business, Apple has become the best and the most valuable company in the world. The second leader is Tim cook, who is the CEO of Apple. Managing such a big company is not a walk in the park; however due to his moral vision and judgment in management, the company has been doing great overtime (Shapiro & Gross 2013). He applied his ethical analysis through the implementation of a new inventory leadership technique in the company and has outshined other companies by obtaining Beats Audio. He also developed a wide range of Iphone and managed to lead the market by launching the Apple watch (Sterrat 2007).

The third leader is Sir Richard Branson, the founder of Virgin Group. Currently, Richard owns more than 400 companies. Moral judgment in him has hugely contributed to his success in business. He gives employees a stake in the business as this ensures their motivation hence profitable output (Duaft 2018). Virgin is a widely known company and deals in a variety of products ranging from Galactic to Virgin Cola. The fourth leader is Jeff Bezos, the CEO of Amazon. His leadership skills have made the company become one of the largest businesses in the world. The company started as a Bookselling company; however, Bezos saw the dire need of technology in the world and later changed the company to a technological one (Rosenbach & Taylor 2006). He applied moral judgment by not laying off the initial workers but trained on the technical field which the company was to assume. The fifth leader to settle on is Brad Smith. Brad is a leader who does not display moral judgment in his leadership. He comes out as a leader who fears risks, instead of becoming an accent for the company’s risks, he passes them to his employees. Avoiding direct risks has lead to stunted growth of the company

The five leaders discussed above differ from my original list in several ways. One, leaders in the original list allow the employees to take a stake in the management of the business as it contributes a sense of ownership and worth hence profitable output. Secondly, the aspect of coming up with unique products and commodities not offered by other companies is also a feature of the original list of the preferred leaders. Through devising unique commodities, it becomes very easy to take control of the market since the business will enjoy the monopoly. Lastly, the characteristic of avoiding risks as displayed by Brad Smith is also the case with my previous list, here are leaders who avoid risks and instead pass them to the staff. Passing of risks to the team reduces the vigor in them and, in turn, low output realized. With little input, the company is susceptible to collapse since no company can run on the negative as it has to meet the operation cost.  Keger and Putin enact their morals through bottom-up approach management. The approach hugely contributes to their success in how they carry out the management process. From the above discussions, for a company to succeed, it has to apply moral judgment. The management of any company should allow the employees to have a stake in the company, and their views should become treated with due respect, and the moral judgments standards should apply equally to all the organizations. It should apply to all organizations since organizations deal with a large number of people with different backgrounds and varied characteristics. Therefore, a common standard should be arrived at to ensure each person becomes subjected to the same treatment (Whetstone 2012).

References

Daft, R. L., & Lane, P. G. (2011). Leadership. Australia: South-Western, Cengage Learning.

Duaft, R. L. (2018). Leadership experience. New York: Cengage learning.

Olasky, M. (2014). The American leadership tradition: Moral Vision from Washington to Clinton. New York: Free Press.

Rhode, D. L. (2006). Moral Leadership: The Theory and Practice of Power, Judgement, and Policy.

Rosenbach, W. ., & Taylor, R. L. (2006). Contemporary issues in leadership. Boulder, Colo: Westview Press.

Shapiro, J. P., & Gross, S. J. (2013). Ethical educational leadership in turbulent times: (re)solving moral dilemmas.

Starratt, R. J. (2005). Responsible leadership. The Educational Forum (Vol. 69, No. 2, pp. 124-133). Taylor & Francis Group.

Whetstone, J. T. (2015). Personalism and moral leadership: The servant leader with a transforming vision. Business Ethics: A European Review, 11(4), 385-392.