Posted: August 11th, 2022

Topic: Ethics and Values

Topic: Ethics and Values

Tulsa County (OK)
A reserve deputy (and personal friend and campaign contributor of the Sheriff) shoots an
unarmed subject with a firearm instead of a stun gun.

Associated Press. (2015, September 30). Tulsa County Sheriff indicted, resigns in wake of fatal shooting by deputy (Links to an external site.). NBC News. Retrieved from http://www.nbcnews.com/news/us-news/tulsa-county-sheriff-indicted-resigns-wake-fatal-shooting-deputy-n436481

Holley, P. (2015, April 12). Oklahoma Deputy who killed unarmed man thought he was firing Taser, authorities say (Links to an external site.). The Washington Post. Retrieved from http://www.washingtonpost.com/news/morning-mix/wp/2015/04/12/oklahoma-deputy-who-killed-unarmed-man-thought-he-was-firing-taser-authorities-say/

Create a plan for the consideration and implementation of employment and policy laws by discussing the steps that must be taken to enhance ethical leadership and build an ethical organization. Research a minimum of two scholarly and/or peer-reviewed sources in addition to the required texts to support your statements.

The paper must address the following

Explain the basic issues of employment and policy law present and how those issues have influenced the event(s) in your chosen scenario.
Evaluate the impact of these issues and recommend organizational changes that will address them from both a strictly strategic planning and ethical standpoint. Provide a rationale for your suggestions.
Recommend the necessary steps to address these ethical issues in order to both reinforce the positive, and mitigate or eliminate, the negative influences on organizational ideology and behavior for your chosen organization both now and in the future.

Ethics and Values
For any organization, employment and policy laws are crucial as they shape the business code of ethics. There is a need for enterprises to have step by step measures that enhance and develop the ethics of the organization as well as leadership. The case of Oklahoma’s Tulsa County in 2015 is an example of leadership that lacked proper employment and policy laws. What happened is that a reserve deputy who was a personal friend and campaign contributor to the Sheriff shot an unarmed suspect with a handgun. The training of the 73-year-old Robert Bates was put into questioning as well as the leadership of Tulsa Sherriff Stanley Glanz. While Bates was charged with manslaughter, the Sheriff was indicted and resigned, leaving behind a tarnished image for the Tulsa Sheriff Department. It is for these same reasons that every organization needs a precise employment and policy law to reinforce behavior within employees and management.
Analyzing the Tulsa Sheriff Department’s case presents several employment and policy law issues based on leadership. These issues focus on how Sheriff Stanley Glanz was leading his department. According to Mihelic et al., (2010), there is a criterion that can be used to evaluate the ethical leadership in an organization. Some of the requirements involve the use of leader power and influence, handling stakeholder interests, integrity as a leader, and development of follower skills. This criterion serves the same purposes of shaping proper employment and policy laws. Employees can only obey these laws when leadership satisfies such a standard. Reserve deputy Bates may have made a good deputy, but due to the inability of Glanz to observe employment and policy laws, he failed to offer proper guidance. This influenced a simple arrest to turn into manslaughter. It was evident that Bates lacked proper training since he mistook a real gun to a Taser. When mistakes like these happen in an organization, the recoil effect is mostly felt by management due to their lack of competence. To protect an organization from such events, it’s only reasonable to make proper changes in their leadership that reflect on employment and policy law.
An organization can suffer during times of failed leadership. The impacts can be felt through a tarnished image, lawsuits, or being forced to resign. So how does an organization enhance its leadership while building an ethical organization? The answer lies in the criteria provided by Mihelic et al. (2010). Making the proper changes that meet the requirements is a sure way to enforce a strict strategic plan from an ethical standpoint. The first step is to ensure that leaders are serving the organization and not their personal needs. Glanz made the mistake of hiring a wealthy close friend to satisfy his career objectives. He also defied the second step, which focuses on handling multiple stakeholders. It is ethical to treat all coalition partners equally instead of favoring the more generous one (Mihelic et al., 2010). Furthermore, the third issue focuses on the integrity of a leader, whereby Sheriff Glanz failed. Leaders are supposed to uphold their values and avoid getting involved in activities for personal gain. To strengthen the strategic plan towards ethical leadership, leaders are supposed to act the part and lead their team through proper training. Through these suggestions, it is possible to create a reasonable strategic plan.
To address ethical issues for the sake of reinforcing organizational ideologies, the necessary steps need to consider the who, how, and why of leadership ethics (Lawton et al., 2014). These three categories help in creating a broken down procedural approach to understand leadership in an ethical manner. Who ethical leaders are, focuses on the desired organizational virtues, integrity, and authenticity. How leaders execute their relations focuses on internal excellence – their profession- and the external goods surrounding them, such as money or fame. Ethical leaders need intelligence while making decisions regarding the mentioned fields. Lastly, why leaders perform their tasks, and their outcomes are necessary considerations to determine if they are working for their gain or that of the organization. This framework can be used to evaluate leaders before and during duty to identify areas that need reinforcement or immediate mitigation (Lawton et al., 2014). The ‘how,’ ‘who,’ and ‘why’ framework is a decisive step by continuous step framework that can be used at any point to crosscheck employment and policy laws.
In conclusion, ethical leadership may be a struggle if an organization lacks clear guidelines on employment and policy laws. The case of the Tulsa Sheriff Department could have been avoided if the organization followed simple strategies within leadership. However, it is never too late to change and implement ideologies such as integrity, the same treatment of stakeholders, and follower management. Organizations also need to continually evaluate the ‘who,’ ‘how,’ and ‘why’ of their leaders. Like any other field, ethical leadership is a study that should enhance and build an organization’s policy laws. Creating a strategic plan is the first step to the implementation of proper leadership values.
References
Lawton, Alan & Gabriunas, Iliana. (2014). Developing a Framework for Ethical Leadership. Journal of Business Ethics. 130. 10.1007/s10551-014-2244-2.
Mihelic, K. K., Lipicnik, B., & Tekavcic, M. (2010). Ethical leadership. International Journal of Management & Information Systems (IJMIS), 14(5).

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