Leadership and Change: The Case for Greater Ethical Clarity

This article addresses the relationship between the ethics underpinning leadership and change. It examines the developments in leadership and change over the last three decades and their ethical implications. It adopts a consequentialist perspective on ethics and uses this to explore different approaches to leadership and change. In particular, the article focuses on individual (egoistic) consequentialism and utilitarian consequentialism. The article argues that all leadership styles and all approaches to change are rooted in a set of values, some of which are more likely to lead to ethical outcomes than others. It also argues that all stakeholders in an organisation have a role to play in ensuring ethical outcomes. It concludes that in order to achieve sustainable and beneficial change, those who promote and adopt particular approaches to leadership and change must provide greater ethical clarity about the approaches they are championing.     

The Ethical Dimension of Managerial Leadership Two Illustrative Case Studies in TQM

In recent decades, Total Quality Management (TQM) has become an important phenomenon in the world of business, but the implications and scope of quality programs are quite different everywhere. Since different explanations have been given, most authors agree that management commitment and leadership are indispensable elements for a successful TQM implementation. Nevertheless, the study of the literature reflects a terminological confusion on this point. The authors of this paper argue that commitment and leadership are not synonymous terms.While committed managers may lead the process of quality using exclusively their formal authority, those who are leaders generate a kind of influence that goes further than that. This paper suggests a multidimensional perception of leadership and upholds that only by considering the ethical dimension of leadership, together with technical and psycho-emotive ones, it is possible to explain more accurately interpersonal influences beyond the scope of power. As an illustrative example of the importance of considering each dimensions, the authors present two case studies of TQM implementation.     

Employees’ Perceptions of Management: a Case for Leadership Training

This article tests for a relationship between employees' perceptions of inequity and their ratings of individual leader behaviours. The analytical framework is based on the inducements/contributions model of employment exchange, the concept of psychological contract and equity theory. Results support that leaders' behaviour in this organisation was more of a factor than pay issues or requirements to work long hours. Implications for leadership training are discussed, including strategies to elicit and support the identified leadership behaviours     

Psychopathic Leadership A Case Study of a Corporate Psychopath CEO

This longitudinal case study reports on a charity in the UK which gained a new CEO who was reported by two middle managers who worked in the charity, to embody (respectively) all or most of the ten characteristics within a measure of corporate psychopathy. The leadership of this CEO with a high corporate psychopathy score was reported to be so poor that the organisation was described as being one without leadership and as a lost organisation with no direction. This paper outlines the resultant characteristics of the ensuing aimlessness and lack of drive of the organisation involved. Comparisons are made to a previous CEO in the same organisation, who was reportedly an authentic, effective and transformational leader. Outcomes under the CEO with a high corporate psychopathy score were related to bullying, staff withdrawal and turnover as effective employees stayed away from and/or left the organisation. Outcomes also included a marked organisational decline in terms of revenue, employee commitment, creativity and organisational innovativeness. The paper makes a contribution to both leadership and to corporate psychopathy research as it appears to be the first reported study of a CEO with a high corporate psychopathy score.     

The Value Relevance of Reputation for Sustainability Leadership

This study investigates whether the market valuation of the two summary accounting measures, book value of equity and net income, is higher for firms with reputation for sustainability leadership, when compared to firms that do not enjoy such reputation. The results are interpreted through the lens of a framework combining signalling theory and resource-based theory, according to which firms signal their commitment to sustainability to influence the external perception of reputation. A firm’s reputation for being committed to sustainability is an intangible resource that can increase the value of a firm’s expected cash flows and/or reduce the variability of its cash flows. Our findings are according to expectations and show that the net income of firms with good sustainability reputation has a higher valuation by the market, when compared to their counterparts.     

Leadership for Sustainability: An Evolution of Leadership Ability

This article examines the existing confusion over the multiple leadership styles related to successful implementation of corporate social responsibility/sustainability in organisations. The researchers find that the problem is the complex nature of sustainability itself. We posit that organisations are complex adaptive systems operating within wider complex adaptive systems, making the problem of interpreting just in what way an organisation is to be sustainable, an extraordinary demand on leaders. Hence, leadership for sustainability requires leaders of extraordinary abilities. These are leaders who can read and predict through complexity, think through complex problems, engage groups in dynamic adaptive organisational change and have the emotional intelligence to adaptively engage with their own emotions associated with complex problem solving. Leaders and leadership is a key interpreter of how sustainability of the organisation ‘links’ to the wider systems in which the organisation sits, and executing that link well requires unusual leaders and leadership systems.     

The Four Umpires: A Paradigm for Ethical Leadership

Theories of leadership have traditionally focused on leadership traits, styles, and situational factors that influence leader behaviors. We propose that The Four Umpires Model described herein, which examines how four leadership types view reality and perception, provides a useful example of an effective steward leader. We use the Five Beliefs Model identified by Edgar Schein and Peter Senge to frame the implicit assumptions underlying the core beliefs and mental models of each of the four umpires. We suggest that the stewardship model of Umpire Number Four, the Facilitating Idealist, is the best model for leadership of the four umpires described. In our review of the Four Umpires Model we also explain why it is importance for every leader to thoughtfully assess the assumptions that form the ethical basis for leadership decisions and actions.     

The Impact of Ambidextrous Leadership on the Internationalization of Emerging‐Market Firms: The Case of India

Ambidextrous leadership is a key factor in the success of emerging market firms’ venturing into advanced economies. Although the definition of ambidextrous leadership is universal, its operationalization is culturally contingent. This conceptual paper examines Indian companies, increasingly recognized for their ambidexterity, and aims to explain this phenomenon by using Indian cultural dimensions. Five propositions relating to charisma, inspirational motivation, intellectual stimulation, individualized consideration, and Indian ambidextrous leadership are developed. We show that the seven cultural variables characterizing Indian ambidextrous leadership (nurturant, personal touch, expertise, simple living and high thinking, loyalty, self‐sacrifice, and the giving model of motivation) reinforce the recent successful internationalization by Indian companies. © 2016 Wiley Periodicals, Inc.     

The Role of Religious and Nationalist Ethics in Strategic Leadership: The Case of J. N. Tata

This paper examines the role that religious ethics, complemented by a nationalist principle, can play in a sustained exercise of strategic leadership, hypothesizing a positive association with a societal reputation for credibility or integrity. The key to this relation is the constraining effect on strategic or financial pressures, even if there is coherence in the long-term. J. N. Tata, the founder of Tata Industries who lived in British India, was a Parsee priest and an advocate for Indian national self-reliance and ultimately independence. Even as Tata's two ethics dovetailed with his business interests in the long-term, they conflicted sufficiently with the business calculus of some of his immediate and intermediate strategic interests such that he could enjoy a sterling societal reputation in India, his credibility transcending that of a businessman.     

Environmental Leadership and Consciousness Development: A Case Study Among Canadian SMEs

The objective of this paper is to explore how the various stages of consciousness development of top managers can influence, in practical terms, their abilities in and commitment to environmental leadership in different types of SMEs. A case study based on 63 interviews carried out in 15 industrial SMEs showed that the organizations that displayed the most environmental management practices were mostly run by managers at a post-conventional stage of consciousness development. Conversely, the SMEs that displayed less sustainable environmental management practices were all run by managers at conventional stages of development. Drawing upon diverse examples of environmental leadership, this paper analyzes the reasons why the stages of post-conventional consciousness development of top managers seem to foster corporate greening in SMEs. The study also sheds light on the key values and abilities associated with both environmental leadership and the upper-stages of consciousness development, which include a broader and systemic perspective, long-range focus, integration of conflicting goals, collaboration with stakeholders, complexity management, collaborative learning, among others.     

The Virtuous Manager: A Vision for Leadership in Business

This article seeks to contribute to a vision for leadership in business based on a recovery of virtue. The vision for leadership articulated here draws principally on the writings of the classical philosopher Aristotle and of the contemporary philosopher Josef Pieper. Without discounting the ever-increasing complexity of modern business, this essay will attempt to reconstruct Aristotle’s emphasis on virtue and moral character, and argues for the philosopher’s relevance to modern management and corporate leadership. The paper concludes that the message of virtue is a message of hope and attempts to find plain language to articulate its value to those engaged in business or concerned with the formulation of government policy. Gabriel Flynn teaches at Mater Dei Institute, Dublin City University in Dublin. He holds higher degrees in moral and systematic theology. He received his doctorate from the University of Oxford. He is editor of Leadership and Values for Business: European and American Perspectives (New York/Berlin: Springer, forthcoming 2007). He has contributed scholarly articles to Louvain Studies, Concilium, New Blackfriars and elsewhere.     

Responsible Leadership as Virtuous Leadership

Responsible leadership is rare. It is not that most leaders are irresponsible, but responsibility in leadership is frequently defined so that an important connotation of responsible leadership is ignored. This article equates responsible leadership with virtuousness. Using this connotation implies that responsible leadership is based on three assumptions—eudaemonism, inherent value, and amplification. Secondarily, this connotation produces two important outcomes—a fixed point for coping with change, and benefits for constituencies who may never be affected otherwise. The meaning and advantages of responsible leadership as virtuous leadership are discussed.     

Strengthening the Leadership of Rites and Ceremonies for Reconciliation and Truth: The Case of Socorro Mosquera,Manager and Human Rights Defender in Colombia

This article proposes a tool to strengthen the leadership of rites and ceremonies for reconciliation and truth, using a multidisciplinary approach and bringing together political topics (reconciliation and truth), anthropological concepts (rites and ceremonies), and management sciences issues (leadership) in a special urban context that requires reconciliation and truth after a long, irregular war with multiple violations of human rights. After formulation of the research problem, we were able to relate reconciliation and truth with leadership, rites, and ceremonies. Once so related, we analyzed the historical evolution of rites and ceremonies, with special emphasis on the organizational context, to finally propose a tool to strengthen the leadership of rites and ceremonies for reconciliation and truth. The utility of this tool was confirmed in the case of Socorro Mosquera, a manager and human rights defender in Medellín, Colombia. The eclectic and integrative approach brings originality to the study, while the methodological application of mixed approaches increases its value.     

The Perceptions of Ethical and Sustainable Leadership

Sustainable and ethical leadership in the financial industry expand in importance since the financial crisis of 2007–2009. This research examined the level of sustainable and ethical leadership of leaders in mortgage loan originator (MLO) organizations, as perceived by loan originators. The Perceived Leadership Survey (PLIS) developed by Craig and Gustafson (Leadersh Q 9(2):127–145, 1998) and the Sustainable Leadership Questionnaire (SLQ) developed by McCann and Holt (Int J Sustain Strat Manage 2(2):204–210, 2011) were utilized for this research. The survey results yielded high levels of both ethical and sustainable leadership. Employees also felt their leadership was encouraging ethical and sustainable behavior. However, correlations between the PLIS and SLQ did not prove to be dependent or closely correlated.     

The Leadership Quest: Three Things Necessary

The role of leadership, and the expectations carried with it, are subject to extensive consideration today, and yet we are very unsure of what to measure about leadership, and how. Three things should be placed at the top of leaders' lists: an understanding of the fiduciary nature of leadership; a broadened definition of leadership competence; and the enlightenment afforded leaders by a moral purpose.     

The Many Paths to Covenantal Leadership: Traditional Resources for Contemporary Business

Many corporate managers are increasingly looking to the covenant model for inspiration, guidance, and most of all, practical business wisdom. While some managers seemingly exploit the religiously inspired language of covenant for purely self-interested reasons, other managers and executives like Tom Chappell of Tom's of Maine, Max De Pree of Herman Miller, Aaron Feurstein of Malden Mills, and C. William Pollard of ServiceMaster, express an authentic attachment to the idea. While these executives have been the most articulate and the most extreme spokesmen for the application of the covenant model for business, other companies have attempted to benefit from the concept, albeit in less explicitly religious terms.Our research suggests that the most fundamental answer to the question of what makes a "business covenant" work is – covenantal leadership. Simply put, but easily forgotten, the one thesis which emerges over and over again in our research is that covenantal organizations require covenantal leadership.Covenantal leadership is not a single characteristicor virtue, rather there are many paths to covenantal leadership. This article introduces some of these andexamines their applications to contemporary business.