Leadership & Ethics

Christie Struckman, Ph.D.

San Jose State UniversityFebruary 18, 2003

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Ethics

Branch of philosophy concerned with the intents, means, and consequences of moral behavior.

Study of moral judgments and right and wrong conduct.

Secular and religious sources.

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Moral Development

Born amoral

Modeling andSocialization

Heteronomy andImprinting

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Levels & Stages of Moral Dev.

Level Stage

Preconventional Physical consequences

Individual needs

Conventional Approval of others

Compliance

Postconventional Rational analysis

Individual conscience

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Values

Constructs representing generalized behaviors or states of affairs that are considered by the individual to be important.

“Give me liberty, or give me death.” Patrick Henry

Can only make inferences about individual’s values from their behaviors.

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Common Values in Organizations

Terminal Values: An exciting life Sense of

accomplishment Family security Inner harmony Social recognition Friendship

Instrumental Values: Being courageous Being helpful Being honest Being imaginative Being logical Being responsible

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Unethical Org’al Practices

48%38%

44%37%

62%

42%

Harm theenvironment

Endangerpublichealth

Sell unsafeproducts

Knowinglysell inferiorproducts

Deliberatelychargeinflatedprices

Risk employeehealth and

safety

Harris Poll, 1989

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When Good People Do Bad Things

Moral justification: reinterpreting immoral behavior in terms of a higher purpose.

Euphemistic labeling: using “cosmetic” words to defuse or disguise the offensiveness of the behavior.

Advantageous comparison: comparing one’s behavior to an even more heinous behavior.

Displacement of responsibility: attributing responsibility to others.

Diffusion of responsibility: when everyone is responsible, no one is responsible.

Distortion of consequences: minimize the harm caused by behaviors.

Dehumanization: disassociating behavior as occurring to humans.

Attribution of blame: claiming behavior caused by someone else.

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Organizational Ethics

Social definition of good

Democracy at work

Attitude toward profit

Attitude toward wealth

Labor relations

Consumer protection

Self-interest vs. altruism

Employee relations

Management accountability

Attitude toward technology

Minority relations

Attitude toward government

Human-environment interface

Aesthetic values

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Intel Value Statements

Customer Orientation

Results Orientation

Great Place to Work

Discipline

Quality

Risk Taking

Re-arranged depending

on the priorities.

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Ten Commandments of Success

1. Work Hard

2. Study Hard

3. Have Initiative

4. Love Your Work

5. Be Exact

6. Have the Spirit of Conquest

7. Cultivate Personality8. Help and Share with

Others9. Be Democratic10. In all Things Do Your

Best

Carnegie Steel Company – Charles Schwab

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Values of Caring Leaders

Honesty

Consideration

Responsibility

Persistence

Excellent

Commitment

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Full-Swing Values

Know one’s values Foul ballCherish one’s values SingleDeclare one’s values DoubleAct on one’s values TripleAct habitually on one’s values HOME RUN

Are your values in full-swing???