UNIT II

ETHICAL TOOLS
Value based leadership. Work Ethics and Work Culture,
Date: 16/11/21
Dr. Murtaza Hassan Itoo
Assistant Professor,
Postgraduate Department of Management Studies
Cluster University of Srinagar.
 VALUE BASED LEADERSHIP

• Leadership: It is the art of motivating a group of people to act

toward achieving a common goal. In a business setting, this can
mean directing workers and colleagues with a strategy to meet the
company's needs.
• Leadership captures the essentials of being able and prepared to
inspire others. Effective leadership is based upon ideas—both
original and borrowed—that are effectively communicated to
others in a way that engages them enough to act as the leader
wants them to act.
•A leader inspires others to act while simultaneously
directing the way that they act. They must be personable
enough for others to follow their orders, and they must
have the critical thinking skills to know the best way to
use the resources at an organization's disposal.
Leadership vs. Management
Leadership Management

May or may not be a manager May or may not be a leader

Must inspire followers May or may not inspire those under them

Emphasizes innovation Emphasizes rationality and control

May be unconcerned with preserving Seeks to work within and preserve existing
existing structures corporate structures

Typically operates with relative Typically a link in the corporate chain of

independence command

May be less concerned with interpersonal May be more concerned with interpersonal
issues issues
• Values-Based Leadership: Leading with Principle
• Understand your values, work toward identifying values
for your organization, and use them as the motivation to
“lead forward” toward your desired vision or future state. 
• Values-based leadership imparts a common set of values in
all employees, improving their cohesiveness and
willingness to work. Knowing that a leader or manager has
similar beliefs often encourages employees to follow their
instruction, increasing the chance of success with every
goal.
• Values-based leaders have specific traits and other qualities
that make them the best at what they do. In this article, we
define values-based leadership, explain what this type of
leader does, list their key traits and discuss several of the
benefits they bring to organizations.
• What is values-based leadership?
• Values-based leadership is a leadership style that builds itself
on the values of both the leader and their team. It's based on
the philosophy that people motivate themselves through the
implementation of their personal values in their daily lives.
Organizations that follow a shared set of beliefs have
employees who are more likely to work together, which can
increase productivity.
What does values-based leadership do?
When an organization switches to a values-approached
leadership style, they improve performance by:
• Setting direction
• Values-based leadership sets the direction of the company by
creating a values statement that serves as a guide for
employees at all levels. 
• Creating proactive company culture
• Through appropriate values, companies create proactive
cultures that increase the overall value seen by stakeholders
and by consumers. The company utilizes its influence gained
from supportive stakeholders and consumers to achieve its
goals.
• Improving individuals
• Values-based leadership also betters individuals by investing
in the education and development of all stakeholders. It also
empowers employees by developing leaders and encouraging
other leaders to move in the same direction. Values-based
leadership commits itself to creating better job satisfaction and
improve the effectiveness of employers, managers and
executives.
• Expanding opportunities
• This type of leadership inspires both collaboration and
innovation through shared values within its community. It
expands business opportunities in the same manner by
attracting new clients and stakeholders with similar values
and beliefs.
• Key traits of a values-based leader
• Values-based leaders have several traits in common
throughout every industry:
• Self-reflection
• Values-based leaders take time each day to reflect on their
recent decisions and motivations. Doing so offers them the
chance to reevaluate their values, determine their purpose
and discover what really matters to them as leaders. Strong
leaders have the willingness to assess themselves in these
areas and the honesty to diagnose the truth.
• Self-confidence
• All leaders tend to have a degree of self-confidence, but
values-based leaders understand that some leaders are
better than them. They also understand that, as leaders,
they are continuously learning and evolving. Values-based
leaders understand both their strengths and weaknesses,
surrounding themselves with those who complement their
skills.
• Humility
• Good leaders understand who they are and where they came
from. Humility for leaders is the belief that they are no
different than the people who work for them. These leaders
believe that every employee holds just as much value to the
company as they do. Humble leaders do what it takes to lift up
their teams and ensure they are well taken care of for their
work.
• Positive influence
• By exemplifying the company's core values in their work,
values-based leaders support their teams by serving them and
ensuring they receive the best benefits in every situation. They
also become excellent examples to all within an organization
of what a good leader is. When presented with a leadership
task, other employees often feel encouraged to emulate their
values-based leader, improving the quality of work throughout
the organization.
• Benefits of values-based leadership
• The following list defines some of the many benefits
values-based leadership brings to an organization:
• Improved communication
• Values-based leadership improves communication by
aligning the values of the organization with those of its
employees. With the help of this alignment, employees and
managers are free to communicate with each other, even
on sensitive subjects. Everyone is more open about their
thoughts and opinions. It also improves communication
with those outside the organization by bridging the gap
between company and consumer. Values-based leaders are
often public about their beliefs, attracting the support of
consumers with similar beliefs.
• Stronger relationships
• Since the organization addresses their needs, employees
feel more understood and more comfortable. This comfort
builds trust between employees and employers,
strengthening their connection. As consumers see this
trend of values and beliefs, they also feel a sense of trust in
the company. As employee relationships grow, so too does
the relationship between consumers and the organization.
• Increased productivity
• As managers and their teams learn what they have in common,
their trust grows. This sense of commonality often makes
employees more satisfied with their role, which increases
productivity. Increased productivity trickles down from the top
as executives instill a new set of values for their managers.
Managers realize it aligns with their own values, making them
better leaders and sharing their values with their teams.
Individual employees share the same values with their
managers, encouraging them to feel more comfortable and
work harder for the organization they appreciate.
• Helps in achieving goals
• Values-based leadership creates commonality among all
employees, management or otherwise. With an aligned set of
values, employees work better together and achieve goals
faster. Employers and managers strive to complete the mission
set for themselves and the company as it meets their
underlying principles. They connect with the company and
want to see it succeed.
• Improved decision-making
• Values-based managers often make better decisions as their
beliefs and values align with those of the organization. They
work in the business's best interests, choosing alternatives that
work for their team, their employers and themselves. They
take the time to understand the benefits of each alternative
through self-reflection and further analysis of how it affects
each level of the organization.
 Work Ethics

• Work ethic is a belief that work and diligence have a

moral benefit and an inherent ability, feature or value
to strengthen character and individual abilities. It is a
set of values centred on importance of work and
manifested by determination or desire to work hard.
• In the workplace, ethics are the moral guidelines that an
organization as a whole, and the individuals who comprise
it, follow to comply with state and federal laws. Ethics
also are the basis of cohesive, supportive company culture
 and an important way for a company to build a strong
relationship with its customers. 
• Examples of Work Ethics
• In most cases, workplace ethics are derived from secular
values like:
• trustworthiness
• integrity
• fairness
• responsibility
• accountability
• loyalty
• citizenship
• respect
• caring
• Why Work Ethics is important
• Workplace ethics are important because they keep all
members of an organization accountable for their actions.
Maintaining a strong, ethical code creates a sense of security
through boundaries for employees. It also enables
management to make decisions that benefit the company as a
whole while meeting consumer and employee needs.
• By creating boundaries for employees at all levels, workplace
ethics help employees feel valued. In a workplace with no
ethical standards, an employee might feel like she cannot
speak to a supervisor about her sexual harassment experience,
or as if she has no guidance on how to manage interactions
with a difficult customer. Just as in romantic and family
relationships, ethics serve to create healthy relationships
between colleagues.
 Work Culture

• Work culture is a collection of attitudes, beliefs and behaviors

that make up the regular atmosphere in a work environment.
• Healthy workplace cultures align employee behaviors and
company policies with the overall goals of the company,
while also considering the well-being of individuals.
• Work culture determines how well a person fits into their
environment at a new job and their ability to build
professional relationships with colleagues.
• Your attitude, work-life balance, growth opportunities and
job satisfaction all depend on the culture of your workplace.
 What impacts work culture?

• Work culture evolves based on the behaviors of the people

within the organization, from management to entry-level
employees.
• Company leadership sets the tone for company culture through
their policies, benefits and mission. Managers shape company
culture from their hiring practices, where they can select
applicants whose personal vision aligns with a healthy work
culture.
• The physical environment of a workplace also influences
culture, with many offices opting for an open floor plan, natural
lighting and the inclusion of perks such as in-office gyms and
break room amenities.
• Elements of a healthy work culture

Culture is a complex concept that constantly

evolves in the workplace based on many
elements.

While some people may value a more traditional

work culture and others want something more
modern and fun, all healthy work cultures have
many traits in common.
Look for these signs of a prospering work
culture when considering possible
employers:
Accountability

Equity

Expression

Communication

Recognition
Accountability
When each person who works at a company is accountable
for their behavior, that indicates a healthy work
environment.
Equity
Companies that treat all of their employees equally often
have healthy workplace cultures.
Expression
People are generally happier, more
productive and more focused when they
feel able to express themselves in the
workplace. If employees have some
freedom in their personal style and how
they decorate their workspace, that
indicates a level of comfort within their
work culture.
Communication
Open communication is critical for a
productive workplace environment.
Everyone within an organization must
understand how to give and receive
feedback, share ideas, collaborate and
solve problems.
Recognition
Thriving work cultures recognize employee
successes and reward people when they do
well. Management in a healthy workplace
environment will look for positive
attributes of everyone on the team and
encourage use of their talents.
Importance of a positive work culture
People need healthy environments to thrive,
and this is especially true in the workplace.
The attitudes and behaviors that you interact
with every day have an impact on how you
feel both in the workplace and at home. A
flourishing work culture influences all
aspects of a business and the people within it.
Here are reasons why a healthy
workplace culture is important:
Better hiring choices
Employee happiness
Employee retention
Performance quality
Reputation