Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Discuss, in one paragraph, the concept of business ethics.
Business ethics refers to the moral principles and values that guide the behavior and
decision-making process in the corporate world. It encompasses a range of ethical
considerations, including how businesses interact with their employees, customers,
stakeholders, and the community at large. Business ethics emphasizes the importance of
honesty, integrity, fairness, and respect in all business operations (Onyekwere et al., 2023).
It involves making ethical decisions that take into account the impact on society and the
environment, as well as compliance with legal and regulatory frameworks. Ultimately,
practicing business ethics not only ensures the sustainable and responsible growth of a
company but also builds trust, reputation, and long-term success in the marketplace.

2. Discuss ethical leadership and its importance in supporting organisational values.

Ethical leadership is about leading with honesty, integrity, and a strong moral compass. It
fosters trust, credibility, and a positive work environment by setting an example of ethical
behavior. It aligns organizational values with actions, creating consistency and coherence.
Ethical leadership is crucial for building a strong corporate culture and long-term
organizational success.

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3. Discuss three characteristics of an ethical leader.
An ethical leader possesses several key characteristics that set them apart. Firstly, integrity
is a fundamental characteristic of ethical leadership. Leaders with integrity are honest,
trustworthy, and consistently act in alignment with their values, even in challenging
situations. They uphold high ethical standards and inspire others to do the same. Secondly,
ethical leaders demonstrate fairness and justice. They make decisions based on objective
criteria, treat employees and stakeholders fairly, and promote a culture of equality and
respect. Finally, ethical leaders exhibit empathy and compassion. They understand and
consider the needs, feelings, and perspectives of others, and prioritize the well-being and
development of their team members. By embodying these characteristics, ethical leaders
create an environment that fosters trust, openness, and ethical behavior within their
organizations.

4. Give, and explain, three benefits of ethical leadership.

Ethical leadership brings trust, credibility, and a positive work environment. It enhances
relationships, improves communication, and fosters loyalty. Ethical leaders prioritize fairness,
respect, and open communication, leading to increased morale and productivity. They also promote
social responsibility and ethical business practices, contributing to long-term success and
sustainability (Zel, 2015). Ethical leadership is crucial for building trust, enhancing performance, and
maintaining a positive reputation.

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5. Explain the importance of leadership in ensuring that work health and safety legislation is met.
Leadership is crucial in ensuring compliance with work health and safety legislation. Effective leaders
provide guidance, set expectations, and enforce safety measures to create a safe work environment.
They promote a culture of safety, reduce hazards, prevent accidents, and protect employee well-
being. Overall, leadership plays a vital role in ensuring work health and safety legislation is met and
maintaining a safe workplace.

6. Give five (5) reasons why it is important to follow anti-discrimination law and provide equal
opportunity, giving a short explanation of each.
1. Upholding Equality: Following anti-discrimination laws ensures that all individuals, regardless
of their race, gender, age, nationality, religion, or disability, are treated fairly and equally. It
promotes a society where everyone has the opportunity to succeed based on their merit
and abilities, rather than facing discrimination or bias.
2. Fostering Diversity and Inclusion: Embracing diversity and providing equal opportunities
promotes a diverse and inclusive workforce. This diversity brings different perspectives,
experiences, and skills, which can fuel creativity, innovation, and productivity within
organizations. It creates an environment where everyone feels respected, valued, and
included, leading to improved collaboration and engagement (Attah, 2017).
3. Avoiding Legal Consequences: Failure to comply with anti-discrimination laws can result in
severe legal consequences, including fines, penalties, and reputational damage. By following
these laws, organizations mitigate the risk of legal disputes and potential liability, ensuring
compliance and avoiding costly legal proceedings.
4. Enhancing Reputation: Companies that prioritize anti-discrimination and equal opportunity
build a positive reputation among employees, customers, and the community. Embracing
diversity and demonstrating a commitment to fair treatment enhances brand image, attracts
top talent, and cultivates a loyal customer base. It reflects positively on the organization's

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values and can lead to increased trust and customer satisfaction.
5. Promoting Social Responsibility: Following anti-discrimination laws demonstrates an
organization's commitment to social responsibility. It shows that the organization recognizes
the importance of fairness and equality in society and supports efforts to eliminate
discrimination. By promoting equal opportunity, organizations contribute to a more
equitable and inclusive society, making a positive social impact.

7. Discuss at least three strategies that can be used to encourage employee participation in
decision-making.
1. Transparent Communication: Establish open lines of communication throughout the
organization to encourage employee participation in decision-making. This includes regular
updates, sharing information about company goals, strategies, and challenges. By involving
employees and seeking their input, they feel valued and are more likely to participate in
decision-making processes.
2. Collaborative Decision-Making: Implement collaborative decision-making processes that
involve employees at various levels. Encourage brainstorming sessions, team meetings, and
group discussions where diverse perspectives can contribute to the decision-making
process. By fostering a sense of ownership and involvement, employees become more
engaged and motivated to participate.
3. Training and Empowerment: Provide training and development opportunities to enhance
employees' skills and knowledge, enabling them to contribute effectively to decision-
making. Empower employees by delegating decision-making authority when appropriate,
allowing them to make decisions that directly impact their work. This autonomy and trust
instill a sense of responsibility and motivation to actively participate in decision-making.

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8. Discuss three strategies that a leader can use for building trust and confidence with colleagues.
1. Open and Transparent Communication: Leaders can build trust and confidence by
maintaining open and transparent communication with their colleagues. This involves
sharing relevant information, providing feedback, actively listening, and being approachable.
Transparent communication helps to create a sense of honesty, reliability, and mutual
respect, fostering trust among colleagues.
2. Consistency and Reliability: Leaders can establish trust by being consistent and reliable in
their actions and decision-making. Colleagues need to know that they can depend on their
leader to follow through on commitments, be fair in their judgments, and maintain a
consistent approach. This consistency builds confidence in the leader's abilities and integrity.
3. Empathy and Emotional Intelligence: Leaders who show empathy and emotional intelligence
can cultivate trust and confidence among colleagues (Zainol et al., 2021). Understanding and
acknowledging the feelings and perspectives of others, and demonstrating authentic
concern for their well-being, helps to foster strong relationships. Empathetic leaders create
a supportive environment where colleagues feel understood, valued, and trusted.

9. Explain two research methods an organisation can use when considering leadership skills and
best practice for their workplace and culture.
1. Surveys and Questionnaires: Organizations can use surveys and questionnaires to gather
data and insights about leadership skills and best practices. These tools allow them to collect
information directly from employees, assess their perceptions, and understand their
experiences with leadership in the workplace. Surveys and questionnaires can explore
various aspects of leadership, such as communication, decision-making, and employee
satisfaction, providing valuable quantitative and qualitative data for analysis.
2. Interviews and Focus Groups: Conducting interviews and focus groups with employees and
leaders can provide in-depth information and perspectives on leadership skills and best
practices. These methods allow for more nuanced discussions and the exploration of specific
topics, challenges, and successes related to leadership within the organizational context.
Interviewing key stakeholders and individuals with diverse perspectives can offer valuable
qualitative insights and help identify areas for improvement and development.

10. For your two research methods discussed above, describe a method of how this can be

implemented in a workplace.

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1. Surveys and Questionnaires: To implement surveys and questionnaires in the workplace,
organizations can utilize online survey platforms or create custom surveys using tools like
Google Forms (Al-Ali et al., 2017). They can design questionnaires that assess leadership
skills, employee perceptions, and best practices related to workplace culture. These surveys
can be distributed electronically via email or through designated survey links. Organizations
should ensure anonymity and confidentiality to encourage honest responses and maximize
participation rates. The collected data can then be analyzed to identify trends, areas for
improvement, and inform leadership development initiatives.

2. Interviews and Focus Groups: Implementing interviews and focus groups involves scheduling
one-on-one interviews or group discussions with selected employees and leaders. These
sessions can be facilitated by HR professionals, consultants, or internal staff with expertise in
qualitative research methods. Prepared interview questions or discussion topics can delve
into leadership skills, workplace culture, and best practices. The sessions should encourage
open and honest dialogue to uncover valuable insights and perspectives. Recording or taking
detailed notes during these sessions is crucial to capture the key findings. Afterward, the
collected information can be analyzed and synthesized to identify common themes,
patterns, and actionable recommendations for enhancing leadership skills and workplace
culture.

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11. Explain the key phases of a change management process.

The key phases of a change management process are:

1. Preparation: This phase involves understanding the need for change, establishing a clear
vision and objectives, and obtaining stakeholder buy-in. It includes conducting a thorough
analysis of the current state, identifying potential obstacles, and creating a detailed plan for
managing the change.
2. Planning: In this phase, a comprehensive change management plan is developed. This
includes determining specific goals, strategies, and tactics, as well as assigning
responsibilities and allocating resources. Communication plans, training programs, and risk
management strategies are outlined to ensure a structured approach to change
implementation (Holten & Brenner, 2015).
3. Implementation: The implementation phase involves executing the change management
plan. Efforts focus on communicating the change, managing resistance, and addressing
concerns. Training and support are provided to enable employees to adapt to the new
processes, systems, or structures. Feedback and continuous monitoring are crucial during
this phase to identify and address any emerging challenges.
4. Reinforcement: Once the change has been implemented, it is important to reinforce and
sustain it. This phase involves celebrating successes, recognizing employees' efforts, and
embedding the changes into the organization's culture and practices. Ongoing evaluation
and adjustments are made to ensure the change delivers the desired outcomes.

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12. Explain the organisational change process using Kotter’s 8-step change model.

Kotter's 8-step change model provides a structured approach to organizational change.

Here are the key steps:
1. Create Urgency: Begin by creating a sense of urgency and the need for change among
stakeholders. This helps overcome resistance and motivates people to embrace the change.
2. Form a Powerful Coalition: Assemble a team of influential individuals to lead and support
the change effort. This coalition should have the necessary expertise, authority, and
credibility to drive the change forward.
3. Develop a Vision and Strategy: Develop a clear vision of the desired future state and a
strategy to achieve it. Communicate this vision to all stakeholders, highlighting the benefits
and outcomes of the change.
4. Communicate the Vision: Effectively communicate the vision and strategy throughout the
organization. This involves regular and transparent communication, ensuring that employees
understand the change objectives, their role, and the importance of their contribution.
5. Empower Action: Empower employees to act on the change by removing obstacles,
providing resources, and encouraging innovative thinking. Foster a supportive culture that
encourages and rewards initiative.
6. Create Short-Term Wins: Celebrate and highlight early successes of the change effort to
boost morale, build momentum, and reinforce the benefits of the change. This helps
overcome resistance and skepticism.
7. Build on the Change: Use the momentum of the early wins to continue implementing the
change. Make necessary adjustments, address challenges, and actively seek opportunities
for improvement.
8. Anchor the Changes in the Culture: Finally, ensure that the changes become a part of the
organizational culture and are sustained over time. This involves embedding the new
behaviors, practices, and processes into systems, policies, and day-to-day operations.

references
Al-Ali, A. A., Singh, S. K., AlNahyan, M. T., & Sohal, A. S. (2017). Change

management through leadership: the mediating role of organizational culture.

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The International Journal of Organizational Analysis, 25(4), 723–739.

[Link]

Attah, E. Y. (2017). EFFECTIVE LEADERSHIP AND CHANGE MANAGEMENT FOR

SUSTAINABLE DEVELOPMENT IN NIGERIA. ResearchGate.

[Link]

_AND_CHANGE_MANAGEMENT_FOR_SUSTAINABLE_DEVELOPMENT_IN_NIGERI

Holten, A., & Brenner, S. O. (2015). Leadership style and the process of

organizational change. Leadership & Organization Development Journal, 36(1),

2–16. [Link]

Onyekwere, L. A., Ogona, I. K., & Ololube, N. P. (2023). Leadership and

management of change in organizations. South Asian Research Journal of

Humanities and Social Sciences, 5(03), 96–106.

[Link]

Zainol, N. Z., Kowang, T. O., Hee, O. C., Fei, G. C., & Kadir, B. B. (2021).

Managing Organizational Change through Effective Leadership: A Review from

Literature. International Journal of Academic Research in Business & Social

Sciences, 11(1). [Link]

Zel, U. (2015). Leadership in change management. In Advances in logistics,

operations, and management science book series (pp. 272–288).

[Link]

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