How Should You Approach This Situation Which Of The Two Lead

How Should You Approach This Situation Which Of The Two Leaders Shoul

How should you approach this situation? Which of the two leaders should you talk to, and why? The leader I would talk to is the CEO. He is clearly the one who has the most influence. He evidently has great influence over the COO being that the COO basically wants me to mind my business.

I would approach the CEO by stressing that employees are not happy with the lack of communication and that upper management is responsible for ensuring employees are informed through communication about the state of the organization. It is an ethical responsibility for an organization to be socially responsible both within the organization as well as within the community. Effective communication fosters employee pride, boosts morale, enhances organizational identity, and improves performance (Valentine & Godkin, 2016). I would explain all of this to the CEO to emphasize why he should be more sociable and transparent regarding the organization's goals and strategic direction.

When approaching one or both leaders regarding this situation, I would emphasize that HR should be considered the focal point of communication and relationship-building within the organization. Building solid relationships with HR and the broader organization requires active social engagement. As HR professionals, we must operate ethically, especially given the sensitive areas involved such as compensation, employee personal issues, and legal compliance mandated by government regulations. I would encourage both the CEO and COO to uphold their ethical responsibilities by fostering transparency, so employees are aware of organizational developments and job security, which cultivates trust and commitment.

Leadership by example is crucial; as leaders, they set standards that influence organizational culture and employee respect. Effective leadership involves transparent communication, which directly impacts employee engagement and organizational credibility. The Society for Human Resource Management (SHRM, 2019) emphasizes that leadership must demonstrate integrity and responsibility to garner respect from employees, customers, and the community. Silent operation can undermine trust, diminish morale, and impair organizational growth. As HR professionals, we have an ethical duty to ensure decisions and actions serve the best interests of the organization as a whole, aligning with principles of credibility and added value to the company's reputation.

Failing to follow guidelines in the employee manual can lead to several pitfalls and risks. Non-adherence may result in violations of employment laws, leading to legal penalties. It can create perceptions of unfair treatment among employees, fostering resentment and reducing engagement. Without adherence, employees might feel emboldened to act without regard for organizational policies, which can result in chaos, misconduct, or disrespect in the workplace. Such issues can cause unorganized work environments and undermine authority.

The risks extend further, including potential lawsuits due to non-compliance with employment laws. Such legal actions can cause financial losses, damage to reputation, and operational disruptions. Furthermore, inconsistency in enforcing policies can lower productivity, decrease profits, and hinder industry growth. An organization that neglects established guidelines risks its credibility, competitiveness, and sustainability in the market, emphasizing the importance of strict policy enforcement and ethical leadership.

Paper For Above instruction

The effectiveness of organizational leadership significantly influences employee morale, organizational culture, and overall company performance. When addressing conflicts or issues within an organization, especially those involving leadership communication and ethics, it is crucial to identify the appropriate figure to engage with and to approach the situation strategically. In this scenario, the most influential leader is the CEO, given his overarching authority and influence over other executives, including the COO. Approaching the CEO with a well-founded argument centered on communication gaps and ethical responsibilities provides an effective pathway to fostering a more transparent and accountable organizational environment.

Effective communication is central to organizational success, enabling employees to understand organizational goals, strategic initiatives, and their roles within the larger framework. Research indicates that when organizations promote transparent communication, employee pride and morale increase, and organizational identity becomes stronger (Valentine & Godkin, 2016). Therefore, I would emphasize to the CEO that a lack of clear, consistent communication hampers employee engagement and can diminish the company's culture of trust and accountability. I would suggest that the CEO adopts a more sociable approach, sharing organizational updates and strategic aims more openly to bolster employee confidence and alignment.

As an HR professional, my role extends beyond mere policy enforcement to championing ethical standards and fostering healthy organizational relationships. HR serves as the bridge between leadership and employees, and its effectiveness is rooted in trust, transparency, and ethical integrity. The importance of viewing HR as the organizational focal point is vital for nurturing positive employee relationships. This involves encouraging leadership to operate ethically, especially regarding sensitive issues such as compensation, personal matters, and legal compliance (SHRM, 2019). When leaders are transparent and ethically responsible, employees are more likely to feel secure and valued.

Leadership by example is a fundamental principle—leaders who demonstrate integrity and responsibility set the tone for organizational behavior. This leadership style fosters respect among employees, customers, and the community, contributing to organizational credibility and long-term sustainability. SHRM (2019) underscores that leaders must embody ethical and transparent practices to cultivate a work environment conducive to trust and high performance. Silent or opaque leadership, by contrast, can breed distrust, reduce morale, and impair organizational growth. Therefore, leaders must recognize their role in setting standards and actively engage in transparent communication to foster organizational health.

The failure to adhere to employee manual guidelines poses significant risks to organizational integrity and legal compliance. Violations of employment laws, inconsistencies in policy enforcement, and perceptions of unfair treatment can lead to lawsuits, financial penalties, and reputational damage. Moreover, neglecting policies can create an unorganized work environment, fostering disrespect, misconduct, and decreased productivity. Such disarray can hinder organizational growth and competitive edge. The risks associated with non-compliance include lowered employee morale, reduced industry standing, and potential operational disruptions—highlighting the importance of strict adherence to established policies and ethical standards.

In conclusion, effective organizational leadership hinges on transparent communication, ethical responsibility, and consistent policy enforcement. Engaging with influential leaders such as the CEO ensures that organizational strategies align with values of integrity and openness. By fostering a culture of transparency and ethical conduct, organizations can enhance employee engagement, strengthen reputation, and achieve sustainable growth. Leaders and HR professionals alike must prioritize communication, adhere to policies, and lead by example to cultivate a resilient, respectful, and productive organizational environment.

References

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