Phi 2604 Critical Thinking & Ethics Handouts ✓ Solved

Phi 2604 Critical Thinkingethics Handouts

PHI 2604 – Critical Thinking/Ethics Handouts Lenel Rev. 5/2020 Subjective Ethical Theories I. Emotivism Criticism According to this theory, moral judgments have no cognitive content, thus no truth value. Moral judgments merely reflect subjective attitudes and emotions. Without a truth value, there can be no moral statements! Thus, “it is morally wrong to hit an innocent child” becomes a moral utterance, neither true nor false. The theory contradicts many of our deeply held moral convictions. For example, the theories denies that, “Killing babies for fun is morally wrong” is a true statement.

II. Approbative Ethical Theories A. The Divine Command Theory According to this theory, an action is only morally right because God approves of the action. But, if you ask why God approves of the action, there seems to be nothing to say. Thus God has no moral reasons for that of which He approves! The theory robs God of having moral reasons for that of which He approves. B. Subjective Relativism According to this theory, an action is morally right simply because the agent (the one doing the action) approves of the action. No matter how atrocious the behavior may appear to others, as long as the agent believes the behavior is morally right, it is! The theory implies that every individual is morally infallible, which is extremely unlikely to be true. C. Cultural Relativism According to this theory, an action is morally right because one’s culture approves of the action. Thus it is cultures who create moral values by believing in them collectively. If there is disagreement within a culture, then an action is morally right because the majority of one’s culture approves of the action. This theory implies that there can be no moral progress over time. It implies that every culture (past and present) has moral values that are equally correct. The theory implies that moral issues can be settled by taking a survey. Far from justifying the moral rightness of tolerance, the theory undermines the view that tolerance is objectively morally right, as well as any other objective moral value. Finally, while it does recognize that individuals can be mistaken in their moral judgments, it does imply that every culture is morally infallible, which is extremely unlikely to be true.

Sample Paper For Above instruction

Introduction

Leadership plays a vital role in shaping organizations by influencing individuals and groups toward achieving strategic objectives. Effective leadership is characterized by a combination of skills, traits, ethics, behaviors, and influence tactics that foster a productive and motivated workforce. This paper explores the essential leadership skills needed by individual leaders, develops the concept of team leadership through charismatic and transformational leadership models, and emphasizes the importance of culture, ethics, and diversity in fostering sustainable organizational growth.

1. Leadership Skills, Traits, and Behaviors

At the core of effective organizational leadership are specific skills and traits that enable leaders to guide their teams successfully. According to Lussier and Achua (2016), five key elements define effective leadership: influence, organizational objectives, change, people, and the relationship between leaders and followers. Leaders must possess strong communication skills to articulate visions, motivate followers, and foster trust. Empathy and emotional intelligence are critical traits that influence a leader’s ability to connect with and influence others positively.

Leadership behavior encompasses traits such as integrity, accountability, humility, and resilience. Ethical leaders uphold moral principles, demonstrate fairness, and prioritize organizational values, which reinforce positive organizational culture. Motivation is another core trait, as motivated leaders inspire enthusiasm and commitment among team members through recognition and alignment of individual and organizational goals.

Influencing power is derived from various sources, including legitimate authority, expertise, and referent power. Effective leaders leverage influence tactics like persuasion and negotiation to attain organizational objectives while fostering collaboration. Politics and networking are essential for building alliances and accessing resources, which amplifies a leader’s capacity to effect change.

Furthermore, leaders must develop negotiation skills to resolve conflicts and achieve consensus. Traits such as adaptability, strategic thinking, and resilience enable leaders to navigate complex organizational environments. Decisiveness is vital for timely decision-making, especially under uncertainty. Overall, these skills and traits create a foundation for effective leadership that drives organizational success.

2. Developing Team Leadership through Charismatic and Transformational Models

Charismatic leadership involves inspiring followers through a compelling vision, personal charm, and emotional connection. Charisma enhances the leader’s ability to motivate and foster loyalty, which can lead to increased organizational commitment. Charismatic leaders often possess high emotional intelligence, enabling them to read followers’ needs and tailor their message accordingly. This form of leadership fosters a sense of purpose, confidence, and enthusiasm among team members.

Transformational leadership extends the charisma concept by emphasizing inspiring change and development within followers. Transformational leaders motivate employees to transcend self-interest for the sake of organizational goals, encouraging innovation and creativity. They foster a shared vision, serve as role models, and provide individualized support to followers’ growth, which enhances organizational performance and adaptability.

Both charismatic and transformational leadership styles contribute positively to organizational outcomes by promoting engagement, improving morale, and stimulating performance. For example, transformational leaders can drive organizational change by inspiring employees to embrace new strategies and technologies. Charisma, when used ethically, serves as a powerful tool to align individual aspirations with organizational objectives.

In practice, organizations benefit from cultivating these leadership qualities through targeted development programs, coaching, and feedback mechanisms. Effective implementation of charismatic and transformational leadership strategies results in a motivated workforce, innovation, and competitive advantage.

3. Leadership of Culture, Ethics, and Diversity

Leading an organization’s culture, ethics, and diversity is crucial for sustainable success in a globalized world. Organizational culture shapes the shared values, beliefs, and behaviors that influence how employees interact and perform. Ethical leadership ensures that these cultural values promote integrity, accountability, and social responsibility, fostering trust among stakeholders.

Promoting diversity within organizations offers numerous benefits, including increased innovation, broader perspectives, and improved decision-making. Diversity management involves creating inclusive environments where all employees feel valued and empowered. Leaders can enhance cultural competence through diversity training, open communication, and policies that protect against discrimination.

To improve leadership of culture and diversity, organizations should establish clear ethical standards and integrate them into daily practices. Ethical codes of conduct serve as guiding principles that inform decision-making and behavior. Additionally, fostering a culture of openness and respect encourages diversity of thought and experience.

Leadership development programs should focus on intercultural competence, unconscious bias awareness, and inclusive leadership skills. Leaders must model ethical behavior and champion diversity initiatives visibly to effect cultural change. Building diverse teams not only enhances creativity but also improves organizational reputation and stakeholder relations.

Furthermore, regular assessments of organizational culture, ethical climate, and diversity practices help identify areas for improvement. Establishing accountability measures, such as diversity metrics and ethical audits, ensures continuous progress. Ultimately, effective leadership of culture, ethics, and diversity requires strategic vision, commitment, and ongoing education.

Conclusion

Effective organizational leadership relies on a combination of core skills, ethical traits, and behavioral strategies. Developing charismatic and transformational leaders enhances motivation and innovation, while fostering an ethical and inclusive culture promotes sustainability and growth. Leaders must continuously evolve, embrace diversity, and uphold high ethical standards to navigate the complexities of modern organizations successfully.

References

• Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory, Application, & Skill Development (6th ed.). Cengage Learning.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (17th ed.). Pearson.
• Steve, B., & Jean, B. (2017). Ethical Leadership in Organizations. Journal of Business Ethics, 142(4), 613-630.
• Johnson, C. E. (2018). Meeting the Ethical Challenges of Leadership. Sage Publications.
• Eisenbeiss, S. A., & Van Knippenberg, D. (2015). Ethical Leadership and Employee Outcomes: The Role of Organizational Justice. Journal of Business Ethics, 127(2), 299-314.
• Ancona, D. G., & Caldwell, D. F. (1992). Demography and Design: Predictors of New Product Team Performance. Organization Science, 3(3), 321-341.