BUS107 Business Ethics Report 3 Sample

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BUS107 Business Ethics Report 3 Sample

Assessment Details

Objective

This assessment requires students to reflect on the insights gained and learnings from the experience of studying the unit ‘BUS107 Business Ethics’. They are required to evaluate the knowledge gained on various ethical reasonings, considerations of ethical issues in business planning and professional identity and practice that they have developed. This assessment provides an opportunity for students to be honest with themselves and to identify areas for growth and improvement. This report will be assessed based on the degree to which demonstrates a thorough understanding of the topic, critical thinking and analysis and effective use of language. A high-quality report will excel in all three criteria, while a poor-quality report will fall short in one or more areas.

Instructions to Students

This assessment must be completed individually. Your submitted report should provide the following information:

• Introduction: Begin your report by briefly introducing the context of your reflection on this unit (100 words).

• Description: Provide a description of the experience of studying this unit, consider what you learned, skills you developed, the challenges you faced and how you overcame them (400 words).

• Evaluation: Reflect on your performance and evaluate your strengths and weaknesses, what you did particularly well and what you could have done better, and what you might do differently if you were in a similar situation in the future. You need to be specific, provide examples, and focus on your personal development and the ethical identity that you developed (400 words).

• Conclusion: Summarize your main insights and takeaways from the experience and the impacts of this experience on your learnings (100 words).

Format/Structure The report must be a word document

Word/Page limit Length of 1000 words, font Calibri 12

Referencing Style - American Psychological Association (APA)

Solution

1.0 Introduction

The discussions about the ethical leadership, intellectual property, and ethical conduct of the IT professional/users explored the challenges/opportunities facing the ethical standards within the technology sector. This reflection includes all my thoughts and knowledge about these themes. It emphasizes the necessity of following ethics in employee relationships to create a stable and safe environment and build strong and successful companies.

2.0 Ethical Leadership: A Pillar of Integrity

Evaluating the responsibility of ethical leadership has provided valuable knowledge and has resulted in positive changes. Ethical leadership is a realistic, sensible course of action, rather than merely a theoretical concept where a leader has to be honest, fair, and transparent. Ethical leadership is composed of traits such as honesty, accountability, transparency, justice, empathy, courage, and vision, all of which are appealing to me as they define the character of a leader as well as their decisions and actions towards the subordinates.for university assignment help.

Reflecting on a question, I am ready to admit that there are definite scenarios in which the element of ethical leadership could have influenced the outcome significantly. For instance, when there was an issue of lack of transparency I observed that the confidence and morale of the team members started decreasing (McEwan et al. 2020) On the other hand, leaders who demonstrated sincerity and integrity fostered reciprocity, respect, and cooperation within the organization. These insights point towards the importance of ethical leadership as the key component of culture improvement and long-term success.

3.0 The Benefits of Ethical Leadership

Ethical leadership can be beneficial in numerous ways and should not be overlooked in any organization. Some of the benefits of different strategies include increased trust, better organization reputation, higher employee satisfaction, improved decision-making, lower risk, and steady success. In my working experience, I managed to identify how trust, born from the ethical behaviors of the leaders, results in higher levels of organizational commitment and productivity among the workers. This indicates that perceiving leaders as ethical people contributes to the probability of the employee publicly embracing the goals and objectives of the organization and going the extra mile in the process. A notable advantage that stands out for me is the improved decision-making skills. Ethical leaders are more focused on decision-making based on principles and often involve decision-making that is more considerate and holistic. This method helps minimize risks and ensures that the actions taken by the organization are aligned with its basic tenets visions and missions.

Ethical leadership impacts the overall culture of the organization significantly because it sets the tone of integrity throughout the company. Reflecting on my past experiences I can recall organizations where ethical leadership was seriously lacking, resulting in an overall negative organizational climate that was poisoned by distrust and unethical behaviors. On the other hand, organizations that are managed by ethical managers usually foster ethical best practices because members of such organizations are encouraged to practice integrity and staff members are held responsible for their actions (Valecha et al. 2022). The idea of leader-follower congruence, which implies the matching process of leaders and followers in terms of their vision, ethical standards, and aims, is rather convincing. Where this alignment exists, it creates a well-coordinated and motivated workforce. I have seen through my work experience that the absence of alignment leads to conflict and disengagement while alignment fosters unity and collective action in attaining organizational goals.

4.0 Empowering Employees in Ethical Leadership

Promoting People’s capability to engage in ethical leadership practice is a way of instilling accountability and accountability in creating a culture of ethical practice. Ethical values can be encouraged by providing ethics training, involving people in decision-making as well as recognizing ethical behavior as effective methods. By analyzing my workplace experiences, I have noted that organizations that dedicate their time and money to ethical training alsomap out ethical standards within an organization seem to achieve higher levels of ethical employee buy-in and responsibility. There must also be systems put in place to help support employees, which may include ethics committees and/or ombudspersons to whom they may turn for help (Chilumpha et al. 2023). These mechanisms encourage the employees as they provide them with certain tools as well as send a message in the employee’s minds that the organization stands for ethical behavior. It has been rather enlightening to gain insight into many methods of settling a conflict. Managers have many styles that are available to them and they can choose from them depending on the conditions of the given situation, for example collaborating, compromising, accommodating, avoiding, and competing. Therefore, in consideration of my experience in conflict resolution, I have realized the importance of choosing a suitable style for handling some particular conflicts. Collectively creates genuine and sustainable benefits, yet refraining may sometimes be necessary per the escalation dynamics.

5.0 Handling Misconduct with the RADAR Model

The guide constructs an exclusive five-step strategy known as RADAR, which focuses on the name itself, namely: Recognise, Avoid, Discover, Answer, Recover. Reflecting on this concept, I realize that it can be used when solving new ethical issues that have arisen in the workplace. Together with Legal assessment, which is also a part of the Discovery phase, ethical audits have the potential to reveal possible risk areas. Single, two-bullet-point measures, Answering ethical difficulties with effective communication and Recovering after an ethics incident, help to ensure continuous improvement. The defined term of normative myopia, which is a partial sightlessness of leaders to important norms when forming decisions, prescribes a significant danger (Grant et al. 2022). Lack of ethical awareness causes immoral behavior to be justified often and regularly damages confidence and reputation in the long run. In deep reflection, I have ensured that I understand how important it is to sustain ethical awareness and not divide it from business decisions.

6.0 Conlcusion

In conclusion, the study of ethical leadership and the IT ethic has been greatly informative. The imperative role of ethical leadership in shaping the organizational culture, promoting ethical behavior, and ensuring sustainable success cannot be overemphasized. It is possible to cultivate a health-free and ethically strong organizational culture through leaders’ practice of integrity, honesty, fairness, and empathy. The application of the mentioned above RADAR model and various conflict-solving tools helps to offer real-life means to resolve potential ethical issues and conflicts.

7.0 References

Chilumpha, M., Chatha, G., Umar, E., McKee, M., Scott, K., Hutchinson, E., & Balabanova, D. (2023). ‘We stay silent and keep it in our hearts’: a qualitative study of failure of complaints mechanisms in Malawi’s health system. Health policy and planning, 38(Supplement_2), ii14-ii24. https://www.adalovelaceinstitute.org/wp-content/uploads/2022/03/Expert-opinion-Lilian-Edwards-Regulating-AI-in-Europe.pdf

Grant, A., & Young, S. (2022). Troubling tolichism in several voices: Resisting epistemic violence in creative analytical and critical autoethnographic practice. Journal of Autoethnography, 3(1), 103-117. https://www.researchgate.net/profile/Alec-Grant/publication/358180815_Troubling_Tolichism_in_Several_Voices/links/6204227d4d47431e1f5139d9/Troubling-Tolichism-in-Several-Voices.pdf

McEwan, D., & Crawford, K. L. (2022). Why does teamwork execution breakdown? Experiences of university team sport athletes. Sport, Exercise, and Performance Psychology, 11(4), 459. https://www.researchgate.net/profile/Desmond-
Mcewan/publication/359073208_Why_does_teamwork_execution_breakdown_Experiences_of_university_team_sport_athletes/links/6232f318d37dab4f96eb17a6/Why-does-teamwork-execution-breakdown-Experiences-of-university-team-sport-athletes.pdf

Valecha, N. (2022). A Study on importance of ethical responsibilities in HR management. International Journal for Global Academic & Scientific Research, 1(1), 19-30. https://journals.icapsr.com/index.php/ijgasr/article/download/7/9

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