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Discussion: Doing the Right Thing One of the great college football coaches, Lou Holtz, took five failing college football teams to a bowl game within two years of becoming the coach. He stated that the keys to success include first, “Do your very best,” second, “Do right” and third, “Treat others as you would like to be treated” (Do Right, 2006). Coach Holtz backed up his commitment to these values, e.g., when two first-string players were late to the team dinner for the fourth time, he sent these players back to South Bend even though his team, Notre Dame, was playing USC in one of the biggest games of the season (Lundy, 1994). Discuss & Post Provide answers to the following: Thinking through the implications of a leader’s decision, compare and contrast an example of a leader demanding the higher standard (doing what’s right) and a leader that does not demand, “doing what is right.” Considering the four leadership styles, judge how your examples can teach leaders on attitudes used when developing a leadership style. Explain the impact of each leader’s behavior on their respective organization in relation to the three levels of moral development. In relation to the Pygmalion effect for your example, have standards increased or decreased in the past few years? How do we know? Your response should be a minimum of 300 words with two (2) external references. Be sure to comment or respond to at least two (2) of your classmates(listed below), offering quality scholarly replies. You can upload any documents to support your position if you wish. Posting Date: Post your response by Module Day four (4) to allow time for your peers to view and post replies. In your reply to your classmate’s post, evaluate the relationship of the post’s content compared to module concepts and material, and other relevant sources deemed meaningful. The overall goal for your discussion engagement is to push each discussion forward through professional argument, gentle yet valuable critique, and effective opinion. Review the Discussion Requirements page for details on expectations for discussion posts and replies. This activity supports Module Objectives 2 & 3 and Learning Outcome 1. Collapse Subdiscussion Charles Dovbish Charles Dovbish Yesterday Local: Oct 26 at 7:38am<br>Course: Oct 26 at 10:38am Manage Discussion Entry Thinking through the implications of a leader’s decision, compare and contrast an example of a leader demanding the higher standard (doing what’s right) and a leader that does not demand, “doing what is right.” Doing what’s right is something that a lot of my leaders in the military pushed on their soldiers. When I transitioned to the private sector IT world after the military, that quality wasn’t as prevalent. My leader in the military was very persistent about having myself and my other coworkers develop professionally. This meant trying to reach a higher rank and do our job “the right way.” In the IT world, it’s more about ambition. While my current leader is great about teaching me the job, he isn’t as encouraging with reaching further goals like in the scenario provided at the top of the discussion. As far as doing the right thing, my leader is extremely cautious of my team taking shortcuts. I currently work in a secured environment so doing the right thing is a must. Having a leader that did not enforce the rules would impact our team and our company. 2. Considering the four leadership styles, judge how your examples can teach leaders on attitudes used when developing a leadership style. Based on the four leadership styles, I believe that attitudes can have a very high impact on the workforce. Having a leader that comes to work ready to delegate and encourage their workers can make a big difference. According to Christine Comaford of Forbes, recent findings show that “only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work” (Comaford 2018). Our text cites that “successful leaders have positive, optimistic attitudes” (Lussier & Achua 2016). 3. Explain the impact of each leader’s behavior on their respective organization in relation to the three levels of moral development. In my organization, I believe that there is a little bit of every level to the leader’s style. My leader has reached the post-conventional level and really does care about the organization. 4. In relation to the Pygmalion effect for your example, have standards increased or decreased in the past few years? How do we know? I believe that in respect to the Pygmalion effect, the standards have increased over the past few years at my organization. Since my leader has been in his position for a while, he knows when an employee is really taking to a position or when an employee is not grasping the job. Since I work in IT, it’s easy to tell when an employee is motivated to learn a system because they can show progress pretty quickly in just a few weeks on the job. References Comaford, C. (2018, March 29). Why Leaders Need To Embrace Employee Motivation. Forbes. Retrieved from https://www.forbes.com/sites/christinecomaford/2018/01/20/why-leaders-need-to-embrace-employee-motivation/#3296bd821272 Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory, application, skill development. Mason, Ohio?: Thomson/South-Western. Collapse Subdiscussion Claudette Buckeridge Claudette Buckeridge Yesterday Local: Oct 26 at 7:56pm<br>Course: Oct 26 at 10:56pm Manage Discussion Entry Claudette Buckeridge Embry-Riddle Aeronautical Management 371 Dr. Stephanie Hoon October 26, 2020 Doing the Right Thing Leaders demanding high standards vs. those that do not Leaders who establish a high level of excellence in their work are known to set high standards for their followers. Leaders who focus their attention on the need to do what is right motivates employees to accomplish their goals, and sometimes even surpassing the set mission (Korzynski, 2014). Therefore, demanding leaders tend to be the most effective, and this influences their followers to work harder in their respective roles. However, leaders who fail to do the right thing sets a bad example to their followers. In that, the lack of high standards in their actions and words will lower the legitimacy of their leadership. As a result, followers will not give serious consideration to the directives provided, and neither will they manage to accomplish the objectives of the organization. This implies that their production levels will be low, thus delivering poor results. Attitudes which are used when developing a leadership style. Leader behavior is the characteristics and personalities that help a manager to guide, influence, and oversee the tasks of their team are successful. Four distinct leadership styles are established based on the leader’s skills, philosophy, and attitudes. They involve autocratic, democratic, paternalistic, and laissez-faire leadership (Korzynski, 2014). Leadership attitudes are an integral aspect that is used to determine leadership style; the attitudes can either be positive or negative. Positive behaviors develop managerial approaches that inspire people, while negative attitudes adapt the application of penalties or punishments and lack problem-solving ability. Impacts of a leader’s behavior with the three moral development levels. Morally upright leaders tend to portray an ethical behavior as opposed to the proud leaders who lack moral campus. Moral emotions are view, as essential motivators that help leaders to develop the desire to act in an ethical manner (Beerel, 2019). The first moral development is the pre-conventional level. At this level, socially acceptable norms are used to adhere to the set guidelines to avoid punishment. The second level is the convention that is characterized by the aspect of leaders responding to the requirements of their duties so that they may gain the approval of others. The last level is post-conventional, and it affects leaders by making them develop a genuine interest in the peoples they led by doing the right thing or in an ethical manner. Pygmalion effect on performance This is a phenomenon that comprises of high expectations, which in return enhances the level of performance. Based on this perspective, the demand for high standards has increased significantly in the past few years. The accretion is attributed mainly to the acts of organizational leaders of providing an opportunity for their skilled subordinate persons to take part in the decision-making process (Beerel, 2019). As a consequence, managers tend to expect more from their subordinate staff and demand exceptional accomplishments. The increase in standards is identified through the understanding that leadership is a process where a person can encourage other people to thrive and contribute significantly to the growth of an organization. Therefore, leadership is postulate to be the primary mediator, which the leader’s expectations develop a positive impact on the performance, motivation, and self-efficacy of the junior members in an organization. (Korzynski, 2014). Pygmalion effect is an ideal approach for managers to bolster excellent productivity levels and assert their leadership style. When a leader’s expectations are high, the performance of the employees will rise to meet the demands bestowed by the management. References Beerel, A. (2019). Ethics and moral development. Ethical Leadership and Global Capitalism, 120-157. doi:10.4324/9780429243172-5 Korzynski, P. (2014). Overcoming Leadership Limitations: A Theoretical Study of Leadership Behaviors and Methods. Management and Business Administration. Central Europe, 22(4), 26-38. doi:10.7206/mba.ce.2084-3356.116
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