Along With Character As A Cornerstone For Anyone's Practice

Along With Character As A Cornerstone For Anyones Practice Of Ethical

Along with character as a cornerstone for anyone’s practice of ethical leadership, we can look at the five additional ethical leadership practices Skeet identifies as a way to explore whether Johnson’s actions are enhancing his impact as an ethical leader in his role as Starbucks CEO. 1. Creating Community: Did Johnson use Starbucks’ shared values as the cornerstone of his decision making after the arrests? Did his decision to close all Starbucks stores for unconscious bias training and to create a new “Third Space Policy” align with Starbucks’ mission and goals? Did his handling of the incident promote positive relationships between employees and customers? Did it encourage a sense of connectedness and shared values? 2. Encouraging Ethical Conduct: Did Johnson openly acknowledge that his decision was based in ethics and morality? Did his apology and actions promote awareness of an ethical issue? Did it create a positive or negative difference in the communities Starbucks serves? Did it make a positive or negative difference for Starbucks employees and customers? 3. Showing Discipline in One’s Role: Does Johnson explicitly accept responsibility for the incident and provide direction for a course correction? Does he identify ways to collaborate with others when necessary? Does he show he understands what his role is in fixing this problem? 4. Clarifying Culture: Did Johnson clarify his values and the company’s values in his apology and with his subsequent actions? Did Johnson’s apology and follow-up actions uphold Starbucks’ mission and core values? Did he identify gaps between stated and actual values? Did Johnson’s apology help Starbucks employees figure out if their personal values align with the company’s? 5. Designing Ethical Systems: Did Johnson’s actions have impact beyond Starbucks? Did they send a precedent for other companies to follow? Did his apology create a conversation about unconscious bias in the workplace? How do his apology and the subsequent follow-up actions compare to other companies and CEOs that have faced similar problems?

Paper For Above instruction

Introduction

Ethical leadership is fundamental in shaping organizational culture and influencing societal perceptions of corporate responsibility. At the core of ethical leadership lies character, which guides leaders in making decisions that reflect integrity, fairness, and responsibility. In examining the case of Kevin Johnson, CEO of Starbucks, it is essential to evaluate how his actions post-incident align with various ethical leadership practices proposed by Skeet to assess his effectiveness as an ethical leader. This paper explores Johnson’s leadership through five key practices: creating community, encouraging ethical conduct, showing discipline, clarifying culture, and designing ethical systems, analyzing how his responses enhance or hinder his ethical impact.

Creating Community

Creating community involves leveraging shared values to foster connectedness among stakeholders. Johnson’s decision to close Starbucks stores nationwide for mandatory unconscious bias training exemplifies this principle. This action aimed to reinforce Starbucks’ mission to promote inclusivity and respect, aligning corporate actions with core values. By doing so, Johnson not only addressed the immediate incident but also fostered a sense of shared purpose among employees and customers, emphasizing collective responsibility and mutual respect. His transparent communication and emphasis on community-building efforts signaled a leadership approach rooted in shared values, enhancing trust and cohesion within Starbucks and its broader community.

Encouraging Ethical Conduct

Encouraging ethical conduct requires leaders to openly acknowledge ethical considerations and promote moral awareness. Johnson’s public apology and the framing of the incident as a moral failing demonstrated accountability and ethical reflection. His admission that the company needed to do better promoted awareness of underlying biases and systemic issues, encouraging both employees and customers to engage in ethical discourse. This transparent stance fostered a culture of integrity, showing that ethical conduct is integral to Starbucks’ brand identity. Moreover, Johnson’s actions likely positively influenced community perceptions, reinforcing Starbucks’ commitment to social responsibility and ethical standards.

Showing Discipline in One’s Role

Discipline in leadership entails responsibility acceptance and strategic action plans. Johnson explicitly accepted accountability for the incident, emphasizing the need for corrective measures. His leadership involved directing resources toward bias training and implementing policies like the “Third Space,” which aimed to address issues proactively. By clearly articulating his role in guiding the organization through change, Johnson demonstrated self-discipline and strategic oversight. His willingness to acknowledge mistakes and work collaboratively with teams showcased a disciplined leadership style focused on continuous improvement, essential for sustaining ethical standards in complex organizational environments.

Clarifying Culture

Clarification of organizational culture involves aligning actions and communications with core values. Johnson’s apology and subsequent initiatives underscored Starbucks’ commitment to diversity, equity, and inclusion. He articulated values emphasizing respect and community, working to bridge gaps between stated ideals and actual practices. Johnson’s leadership clarified the importance of aligning personal and corporate values, encouraging employees to reflect on their own values in relation to the company’s mission. His efforts to openly address discrepancies reinforced a culture that prioritizes ethical integrity and inclusiveness, vital for maintaining organizational authenticity and stakeholder trust.

Designing Ethical Systems

Designing systems that embed ethics involves creating institutional frameworks that promote responsible behavior. Johnson’s response set a precedent beyond Starbucks, inspiring other corporations to reevaluate their diversity and inclusion policies. The widespread media coverage and public dialogue about unconscious bias created a ripple effect across industries, demonstrating systemic influence. Compared to other CEOs who have faced similar crises, Johnson’s proactive approach—centered on apology, training, and policy reform—aligned with best practices for ethical crisis management. These systemic changes provided a model for cultivating ethical cultures, emphasizing accountability and continuous learning.

Conclusion

Kevin Johnson’s leadership during the Starbucks incident reflects a strategic application of ethical principles across five critical domains. His actions fostered community, promoted ethical conduct, demonstrated discipline, clarified organizational culture, and contributed to systemic change. Collectively, these efforts enhance his impact as an ethical leader, setting a precedent for corporate responsibility. While challenges remain, Johnson’s case exemplifies how a leader’s commitment to ethics can influence organizational reputation and societal norms, reaffirming the centrality of character in ethical leadership.

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