Leadership and Ethical Aspects in Organizations

Leadership and honesty are two things that go hand in hand, especially in any business organization. Over the past years, there has been an extensive study on leadership in management. Therefore, theoreticians and practitioners have been on a great deal of reflection on the same. For any business organization to efficiently achieve its goals and objectives, the leadership should own an established form of model that provides good guidance to the organization (Al-Khoujaet al., 2020). More concretely, such models should ensure that an organization is honest. Lies are among those aspects that have negative impacts on an organization and its customers. Therefore, ideas or values exist that outline explicit guidance on what should be undertaken in any organization to ensure its smooth running and eventually achieve its goals and objectives.

One of the core values in business is honesty (Stanwick & Stanwick, 2016). Those in management positions should try to be as much trustful as possible, given that it is a way of building trust with the clients. Hence, the value-alignment leadership model can be good in such a case. It clearly outlines a nine-step process on how to undertake an organization systematically. Madoff undertook the business with extreme greed. He wanted to acquire fast and easy money and established a Ponzi scheme. The value-alignment leadership model could have been efficiently dealt with by sticking to the organization’s purpose. It is essential for any organization to clearly outline its intent such that an organization will only focus on its commitments. In connection with this, it is crucial to have the core values to which an organization is committed (Mylvaganam & Herath, 2020). For instance, honesty and keeping this in mind could be essential for achieving its goals and objectives. Madoff was extremely untrustworthy to his customers, who had trusted him with their funds.

Moreover, it is of great significance to compile a list of stakeholders in an organization. Here, it calls for good accountability and good decision-making. In the case of Madoff, it could have been efficient and impeccable if a list of stakeholders had been determined when Madoff had decided to start a Ponzi scheme. Also, it is good to rank the responsibility of each stakeholder in ascending order. Therefore, it will not result in a situation where only one individual is deciding on their own. Expressly, Madoff agreed on his own to make it a Ponzi scheme. This was unethical since it let the loss of money to his clients and resulted in the loss of their valuable time. Besides, it could have been wise to determine possible courses of action. Therefore, it could define the overall plan by describing the strategies and management activities to achieve incident objectives.

Furthermore, it could be important for any course of action to be evaluated regarding each stakeholder. In the scenario of Madoff, if this is done, it could be the best way in which lies could have been stopped. Also, it is significant always to choose a course of action that does not result in conflicts among the stakeholders (Stanwick & Stanwick, 2016). Madoff might have developed the urge of greed due to mainly the organization’s conflicts. It is often good to maintain a conducive environment that is always free from conflicts, given that it pulls down an organization’s efforts (Trilaksono et al., 2019). However, in case of disputes that might arise in any given situation, it is crucial to consider a course of action that honors the duty to the highest level of the stakeholders and so forth.

Also, the course of action that should be undertaken must not disrupt the fundamental core values of an organization. This could have been a proper solution to the problem in such a scenario for the Madoff case. Finally, it is worth nothing to gain from dishonesty from your clients illegally. Therefore, it is appropriate to undertake the organization’s tasks with full disclosure to shareholders. It helps in finding rational decisions that could lead to the success of an organization (Mylvaganam & Herath, 2020). Also, it is of great significance to be the recipient of ideas from all the stakeholders. This will therefore enable good decisions and maintain the reputation of the organization.

In conclusion, the extensive application of VALs has had far-reaching significance in global organizations. Firstly, its application is valuable because it ensures that the organizations remain stable whatever the situation arises. Here, VALs can be an efficient manner in which conflicts are resolved. Besides, value-alignment leadership calls for the establishment of an organization’s core values. Therefore, it is a valuable strategy for global organizations since different cultural values must be considered in other parts of the globe. It will thus have a considerate benefit not only to the staff but also to help an organization achieve its goals. Also, it is important as it necessitates each team member to behave rationally and make decisions that conform with the organization’s values and principles.


Al-Khouja, M., Graham, L., Weinstein, N., & Zheng, Y. (2020). How autonomy support and ethical value alignment influences attitudes towards diversity in English police. Journal of Moral Education, 49(3), 365-380.

Mylvaganam, K., & Herath, H. M. R. P. (2020). The impact of Employees trust and distrust in organizational leadership in transforming the Sri Lankan private higher Education Industry.

Stanwick, P., & Stanwick, s. (2016). Understanding business ethics (3rd ed.).

Trilaksono, T., Purusottama, A., Misbach, I. H., & Prasetya, I. H. (2019). Leadership change design: A professional learning community (PLC) project in Eastern Indonesia. International Journal of Evaluation and Research in Education, 8(1), 47-56.

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