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Self-awareness is a powerful strength that guides people to achieve their goals, empower others, and address emerging challenges. The ability to leverage one’s strengths can maximize performance (Algahtani, 2014). The completed Kiersey Temperament has revealed that I exhibit a guardian leadership style. The approach indicates that I am humble, responsible, helpful, hardworking, and capable of delivering positive results. This discussion presents an ethical dilemma experienced in my working environment and how it was handled using an effective leadership technique.
Conceptual Frameworks: Purpose of the Paper
Leadership is a continuum that brings together different concepts and ideas in an attempt to influence others positively. An ethical leader will be informed by both moral and legal principles (Algahtani, 2014). This fact explains why legal, moral, and ethical leadership strategies work synergistically to influence positive behaviors. This conceptual framework explains why managers should be aware of the styles.
Ethical dilemmas frequently occur in different organizations and working environments. Leaders should use their skills to deal with such challenges. Organizational managers should be aware of the constructs of moral, ethical, and legal standards to develop adequate models to address emerging problems (Aitamaa, Leino-Kilpi, & Suhonen, 2016). Dilemmas can be understood clearly if different standards are adopted. For instance, moral principles dictate the beliefs of individuals that define what ought to be wrong (or right).
Ethics, on the other hand, is a guiding concept that directs human beings to act in a positive manner. Legal standards go further to portray the regulations instituted in a given firm or hospital to enhance desirable behaviors. These constructs deliver a powerful framework for dealing with institutional predicaments (Barkhordari, Ashktorab, & Atashzadeh-Shoorideh, 2017). The purpose of this paper, therefore, is to apply this conceptual framework to an ethical dilemma and address it using an effective leadership approach.
Ethical Dilemma: Description
The targeted ethical concern revolves around the issue of gender discrimination in the working environment. The concern occurred when a given female nurse in our team raised concerns that one of the male colleagues was molesting her. The male nurse had abused her verbally and even threatened to make her experience unbearable in the unit. The conducted interview revealed that the male nurse was unhappy with some of her female colleagues.
He believed that they should be forced to take up more roles in the unit. His notion was that men were supposed to dominate and dictate the actions of their female counterparts. The affected nurse was unable to receive adequate support from the other members of the team. Every working environment characterized by discrimination will be unbearable (Algahtani, 2014).
Resolving the Ethical Dilemma
Organizational leaders can utilize moral, ethical, and legal concepts to deal with various problems. To begin with, legal leadership is a ruthless approach whereby followers should act in accordance with existing laws. Punishments are mandatory when mistakes are committed. Moral leadership is different since a manager uses his or her beliefs to promote positive behaviors. Ethical leadership goes further to focus on the best principles that can guide different followers to exhibit enviable practices (Barkhordari et al., 2017). Ethical and moral leadership tend to focus on desirable behaviors while legal management is informed by official frameworks.
These differences explain why a leader should consider the nature of the targeted situation in an attempt to utilize appropriate moral, ethical, and legal implications. As indicated earlier, the ethical dilemma revolved around the issue of gender discrimination. One of the male nurses was against the welfare and success of their female counterparts. The case affected the quality of health care services available to different patients in the hospital.
The ethical implication of this dilemma is that gender discrimination is unacceptable. The malpractice fails to maximize happiness for the greatest number of individuals. The best thing is to reproach the perpetrator of discrimination and encourage him to focus on the best practices that can support the welfare of others (Barkhordari et al., 2017). Moral leadership informs the best practices and beliefs whereby gender-based hatred is minimized. Legal approaches call for adequate disciplinary measures to punish different offenders (Aitamaa et al., 2016). This kind of practice is supported by literature since it minimizes similar mistakes in institutions.
The presented dilemma was an opportunity to put my leadership style into practice. I began by interviewing the victim to understand the nature of the impasse. This process can guide a leader to identify the unique challenges affecting his or her followers (Barkhordari et al., 2017). I also interviewed different members of the team. The acquired information guided me to sensitize the perpetrator about the best practices that can drive performance. The nurse was reminded that such malpractices could attract severe punishments. The next move was to develop a new model to guide different members in the unit to promote desirable practices.
My Role as a Moral Agent
The nature of this ethical concern calls for effective leadership (Suominen, 2013). As a moral advocate, I decided to use my competencies to resolve the issue and make it easier for the team to pursue its objectives. From the very beginning, I outlined and communicated the right vision to the team members. The vision was to create a new workforce that appreciated the idea of inclusivity (Barkhordari et al., 2017). I applied my conflict resolution approaches in an attempt to alter the situation. Throughout the process, I asked hard-hitting questions while at the same time remaining patient.
The ultimate objective was to understand the situation, point out the emerging ethical and moral aspects, and describe the emerging legal implications. Consequently, my leadership approach made it easier for me to analyze the unique challenges affecting the team. Every player was informed about the dangers of discrimination and impacts on patient care. The practice resulted in strong relationships characterized by trust (Aitamaa et al., 2016). The individuals were willing to promote the concept of teamwork without any form of discrimination. The practice transformed the situation and empowered every follower in the unit.
How My Style Facilitates the Dilemma
My guardian leadership style played a significant role in this situation. The approach can deliver unique attributes such as dutifulness, responsibility, dependency, and positive results (Aitamaa et al., 2016). I managed to address the predicament using my leadership approach. My assertiveness and seriousness delivered desirable results. The ethical and legal aspects of the dilemma were outlined in the unit.
This process created a rejuvenated team that clearly understood the dangers of prejudice and gender inequality. I was ready to address emerging hurdles and foster collaboration. In conclusion, the outlined leadership style facilitated the efforts undertaken to deal with the dilemma.
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Aitamaa, E., Leino-Kilpi, H., & Suhonen, S. I. (2016). Ethical problems in nursing management: The views of nurse managers. Nursing Ethics, 23(6), 1-12. Web.
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Barkhordari, M., Ashktorab, T., & Atashzadeh-Shoorideh, F. (2017). Obstacles and problems of ethical leadership from the perspective of nursing leaders: A qualitative content analysis. Journal of Medical Ethics and History of Medicine, 10(1), 1-16. Web.
Suominen, T. (2013). Leadership styles in ethical dilemmas when head nurses make decisions. International Nursing Review, 60(2), 228-235. Web.