A new research area linked to ethics, virtues, and morality is servant leadership. Scholars are currently seeking publication outlets as critics debate whether this new leadership theory is significantly distinct, viable, and valuable for organizational success. The aim of this study was to identify empirical studies that explored servant leadership theory by engaging a sample population in order to assess and synthesize the mechanisms, outcomes, and impacts of servant leadership. Thus, we sought to provide an evidence-informed answer to how does (...) servant leadership work, and how can we apply it? We conducted a systematic literature review (SLR), a methodology adopted from the medical sciences to synthesize research in a systematic, transparent, and reproducible manner. A disciplined screening process resulted in a final sample population of 39 appropriate studies. The synthesis of these empirical studies revealed: (a) there is no consensus on the definition of servant leadership; (b) servant leadership theory is being investigated across a variety of contexts, cultures, and themes; (c) researchers are using multiple measures to explore servant leadership; and (d) servant leadership is a viable leadership theory that helps organizations and improves the well-being of followers. This study contributes to the development of servant leadership theory and practice. In addition, this study contributes to the methodology for conducting SLRs in the field of management, highlighting an effective method for mapping out thematically, and viewing holistically, new research topics. We conclude by offering suggestions for future research. (shrink)

The ongoing cynicism about leaders and organizations calls for a new standard of ethical leadership that we have labeled “transformative leadership.” This new leadership model integrates ethically-based features of six other well-regarded leadership perspectives and combines key normative and instrumental elements of each of those six perspectives. Transformative leadership honors the governance obligations of leaders by demonstrating a commitment to the welfare of all stakeholders and by seeking to optimize long-term wealth creation. Citing the scholarly literature about leadership theory, we (...) identify key elements of the six leadership perspectives that make up transformative leadership, suggest leaders who exemplify each perspective, describe the ethical foundations and message of each perspective, and offer ten propositions that scholars and practitioners can use to test the dimensions of this new transformative leadership model. (shrink)

3rd century BCE India saw in Aśoka a legendary emperor, widely admired for his political achievements but even more so for his unprecedented humanitarian approach to governance, which was deeply shaped by the Buddhist faith he adopted. His outstanding historical example invites a closer investigation into his character and behaviour patterns in the search for a new role model of cross-cultural leadership excellence. In this work✝ I will contrast the leadership approaches of today which are strongly influenced by the Western (...) academic world with the holistic, human-centred way we can extract from Buddhist teachings. From there I will examine Aśoka’s biography and character, as far as we can reinterpret from the available historical material, to extract in what manner and how closely he embodied the Buddhist ideal of leadership. To do so, I will as far as possible make use of archeologic evidence available in the form of epigraphs issued by the emperor. In this way, I hope to inspire leaders, Buddhists or non-Buddhists, to consider and embrace a leadership style which is felt most suitable for a globalised world we live in. (shrink)

In this chapter we first discuss the main principles of justice and note the standard objections to them, which we believe necessitate a hybrid approach. The hybrid account we defend is primarily based on the distributive principle of sufficientarianism, which we interpret as the idea that each country should have the means to provide a minimally decent quality of life for each of its citizens. We argue that sufficientarian considerations give good reason to think that what we call the ‘ability (...) to pay objection’ should be taken much more seriously in this debate. Following this, our account emphasises what we believe are the two most important moral desiderata in any attempt to distribute responsibility for dealing with climate change: the ability to mitigate the problem and the making of culpable contributions to the problem. After noting that our proposal includes enough detail to be a useful start for policy makers, we defend our account against some potential objections. (shrink)

This paper proposes that managers add an attention to virtues and vices of human character as a full complement to moral reasoning according to a deontological focus on obligations to act and a teleological focus on consequences (a balanced tripartite approach). Even if the criticisms of virtue ethics cloud its use as a mononomic normative theory of justification, they do not refute the substantial benefits of applying a human character perspective – when done so in conjunction with also-imperfect act-oriented perspectives. (...) An interactive tripartite approach is superior for meeting the complex requirements of an applied ethic. To illustrate how deficiencies of a "strong" virtue ethics formulation can be overcome by a balanced tripartite approach, this paper compares normative leadership paradigms (each based on a combination of virtue, deontology, or consequentialist perspectives) and the dangers inherent in each. The preferred paradigm is servant leadership, grounded in a tripartite ethic. Effective application of such an ethics approach in contemporary organizations requires further empirical research to develop a greater understanding of the moral language actually used. Meeting this challenge will allow academics better to assist practicing managers lead moral development and moral reasoning efforts. (shrink)

This book chapter is not available in ORA, but you may download, display, print and reproduce this chapter in unaltered form only for your personal, non-commercial use or use within your organization from the ANU E Press website.

Spirituality is now a much talked about subject. All over the world, after a long reign of heavy and soul- stifling materialism, people are seeking for a higher meaning in work and life, beyond the mundane and material aims. So religion and spirituality are coming back with the message of hope and peace. Business, which is a leading institution of our age and employs a large chunk of humanity, cannot escape from this new worldwide trend. Thus, the meeting of business (...) and spirituality is already happening. This article examines the evolutionary significance of this meeting in the light of Sri Aurobindo's spiritual vision. (shrink)

Confidence in Australian business was severely shaken by the corporate scandals and collapses of the 1980s. Many commentators called for more emphasis on ethics education. This paper surveys the initiatives of Australian business schools and professional bodies and finds them superficial and ineffective. It then presents a case study in Quality Improvement which highlights the need to take a strategic and integrated approach to the development of core values such as quality, trust, ethics and social responsibility. In exploring the process (...) of cultural change, the paper identifies a number of key leadership roles, responsibilities and competencies which are distinguished from the more traditional management functions. (shrink)

The way in which ethical standards are neglected or applied is a function of individual character. The best guarantee of ethical leadership, therefore, lies in the identification of those already predisposed to live according to high moral standards. The ascetic construct is offered as a type of personality with such a predisposition. The ascetic is self-controlled, purposeful, and mindful with regard to consequences. The character traits of the ascetic leader are predicted to increase ethical awareness and ethical accountability within his (...) organization or hers. This will increase the probability of the organization''s economic success because it will reduce uncertainty on the part of customers and investors. A better understanding of the ascetic personality may be helpful in identifying those with the potential for becoming highly ethical leaders. (shrink)

Four predictors were posited to affect business student attitudes about the social responsibilities of business, also known as corporate social responsibility (CSR). Applying Forsyth's (1980, "Journal of Personality and Social Psychology" 39, 175–184, 1992, "Journal of Business Ethics" 11, 461–470) personal moral philosophy model, we found that ethical idealism had a positive relationship with CSR attitudes, and ethical relativism a negative relationship. We also found materialism to be negatively related to CSR attitudes. Spirituality among business students did not significantly predict (...) CSR attitudes. Understanding the relationship between CSR attitudes and the significant predictors has important implications for researchers and teachers in particular. (shrink)

This article addresses the relationship between the ethics underpinning leadership and change. It examines the developments in leadership and change over the last three decades and their ethical implications. It adopts a consequentialist perspective on ethics and uses this to explore different approaches to leadership and change. In particular, the article focuses on individual (egoistic) consequentialism and utilitarian consequentialism. The article argues that all leadership styles and all approaches to change are rooted in a set of values, some of which (...) are more likely to lead to ethical outcomes than others. It also argues that all stakeholders in an organisation have a role to play in ensuring ethical outcomes. It concludes that in order to achieve sustainable and beneficial change, those who promote and adopt particular approaches to leadership and change must provide greater ethical clarity about the approaches they are championing. (shrink)

Although leadership of organizations rarely is discussed in terms of the religious construct of repentance, we propose that repentance and continuous improvement are closely related ideas that profoundly impact individuals and organizations. We identify six parallels between repentance and continuous improvement and then show how these parallels apply to the fundamental principles associated with highly regarded leadership perspectives. We conclude by identifying five contributions of the article to the management literature.

Unethical conduct has reached crisis proportions in business :A1–A10, 2011) and on today’s college campuses :58–65, 2007). Despite the evidence that suggests that more than half of business students admit to dishonest practices, only about 5 % of business school deans surveyed believe that dishonesty is a problem at their schools :299–308, 2010). In addition, the AACSB which establishes standards for accredited business schools has resisted the urging of deans and business experts to require business schools to teach an ethics (...) class, and fewer than one-third of businesses schools now teach a business ethics course at the graduate or undergraduate levels. In this paper we briefly introduce the status of business ethics education and report the results of a survey of business students, deans of the top business schools, and business ethics subject matter experts about ten ethical outcomes. We then offer five specific recommendations to encourage business ethics faculty and decision makers to improve the teaching of business ethics. (shrink)

The research about strategic human resource management (SHRM) has suggested that human resource professionals (HRPs) have the opportunity to play a greater role in contributing to organizational success if they are effective in developing systems and policies aligned with the organization's values, goals, and mission. We suggest that HRPs need to raise the standard of their performance and that the competitive demands of the modern economic environment create implicit ethical duties that HRPs owe to their organizations. We define ethical stewardship (...) as a model of governance that honors obligations due to the many stakeholders and that maximizes long-term organizational wealth creation. We propose that if HRPs adopt an ethical stewardship framework and the qualities of transformative leaders, they will be more aware of their ethical duties to their organizations and more effective in helping their organizations to create increased wealth, achieve desired organizational outcomes, and establish work environments that are more satisfying to employees. (shrink)

Contemporary economic thought presumes that individuals in a society always act according to their self-interest or private economic incentives, while important ethical motivations for action, such as a concern for others and public interest, are largely ignored. This paper is based on my experience of teaching an undergraduate course that highlighted the divergence between economic incentives and ethical motives for action in present-day life and business. Teaching tools such as lectures, case and group discussions were employed to address important ethical (...) dilemmas of individuals and managers in contemporary societies. Readings underscored the evolving relationship of business ethics and economic incentives, and the relevance of ancient ethical principles (e.g., Ethics of Interdependence, and Ethics of Prudence and Self-Development) to present-day business ethics. The course emphasized the imminent need in contemporary societies to reduce the divergence between economic incentives and ethical motives for action, and called for a greater understanding of business ethics today, given the complex ethical concerns that managers confront in the current global environment. (shrink)

Various explanations are offered to explain why employees increasingly work longer hours: the combined effects of technology and globalization; people are caught up in consumerism; and the "ideal worker norm," when professionals expect themselves and others to work longer hours. In this article, we propose that the processes of employer recruitment and selection, employee self-selection, cultural socialization, and reward systems help create extended work hours cultures (EWHC) that reinforce these trends. Moreover, we argue that EWHC organizations are becoming more prevalent (...) and that organizations in which long hours have become the norm may recruit for and reinforce workaholic tendencies. Next, we offer spiritual leadership as a paradigm for organizational transformation and recovery from the negative aspects of EWHC to enhance employee wellbeing and corporate social responsibility without sacrificing profitability, revenue growth, and other indicators of financial performance. Finally, we will offer suggestions for future theory, research, and practice. (shrink)

Although efforts have been made to increase the opportunities for American-born minorities to obtain doctoral degrees in business, the actual number of business students who are American-born minorities has been extremely low. At the same time more than half of all PhD candidates in business schools are foreign-born. We suggest that business schools owe an ethical duty to provide role models for minority business students, and that this duty can be achieved by initiating Doctor of Business Administration (DBA) programs that (...) can enable working professionals who are American-born minorities to obtain terminal degrees in business. We outline eight steps that can be taken to implement a viable and cost effective DBA program. (shrink)

Today’s unstable economy puts added stress on today’s leaders. When these leaders are stressed, maintaining their values becomes more difficult. While ethics are stressed during one’s education, organizations are less likely to continue ethics training. Given the many scandals, it is essential that there are ethical leaders to guide organizations. A leader cannot be prepared for all situations, but an ethical leader will have the tools to guide himself through complex situations. The purpose of this article is to present how (...) ethics training is often lacking once students move to the business world. However, continuous training is needed to reinforce their skills throughout their careers. This article will use a review of literature to present findings in academia and business. (shrink)

Bu araştırmanın amacı, lise öğretmenlerinin yönetici ruhsal liderlik algılarının, öğretmen liderliği ve öğretmen öz-yetkinliklerine olan etkisinin incelenmesidir. Bu çalışmada, araştırma amacına uygun olarak nicel araştırma modelleri içerisinde yer alan ilişkisel tarama modelinden faydalanılmıştır. Araştırma 2015-2016 eğitim-öğretim yılında İstanbul ili Anadolu yakasındaki öğretmenler üzerinde gerçekleştirilmiştir. Araştırma verileri 219’u kadın, 173’ü erkek toplam 392 öğretmenden toplanmıştır. Veri toplamak için Ohio öğretmen yetkinlik ölçeği, öğretmen liderliği ölçeği ve yönetici ruhsal liderlik algı ölçeği kullanılmıştır. Öğretmenlerin yönetici ruhsal liderlik algısının, öğretmen liderliğini ve öz yetkinliğini (...) yordamadaki rolünü test etmek amacıyla ilgili değişkenler arasındaki yapısal ilişkiler, Yapısal Eşitlik Modellemesi kullanılarak test edilmiştir. Yapısal eşitlik modeli analizi sonucuna göre, ruhsal liderlik algısının öğretmen öz-yetkinliğindeki değişkenliğin % 8’ini ve öğretmen liderliği davranışlarını sergileme düzeylerindeki değişkenliğin ise % 24’ünü yordadığı tespit edilmiştir. Son olarak araştırmada, elde edilen sonuçlar ışığında çeşitli öneriler getirilmiştir. (shrink)