Read the   An improved measure of ethical leadership  article  by Yukl, Mahsud, Hassan, & Prussia (2013), as well as Chapter 7 of  Gonzalez-Padron (2015). Complete the Checklist: Ethical Leadership  Questionnaire, then answer these following questions from the text: Describe the behaviors that are most important for you to feel trust  in the ethical leadership of a supervisor, manager, or company  executive? Describe  any descriptors in the list that are difficult to observe? Analyze how ethical leadership can be measured in an  organization? Evaluate how personal experience with a leader (e.g., work  assignments, disciplinary actions) skew your assessment of his or her  ethical leadership? Cite an example based on personal experience. Your response must be a mimimum of 300 words. Guided Response: Review several of your classmates’  posts and respond to at least two of your peers by 11:59 p.m. on Day 7  of the week. You are encouraged to post your required replies early  during the week to promote more meaningful interactive discourse in the  discussion.  For your response, put yourself in to position of an  organizational leader, using the list of behaviors described by your  classmate, explain how leadership can emulate these behaviors. Yours responses must be a minimum of 150 words. Edwards Discussion Reply Minimum 150 words: The  behaviors that are most relevant to me in order for me to feel trust in  regards to ethical leadership consists of “a high-quality exchange  relationship is more likely to occur for a leader who is honest,  trustworthy, fair, and genuinely concerned about the well-being of  followers” (Erdogan et al., 2006; Wayne et al., 2002, p. 41). A person  in upper management who is not afraid to tell the truth because of  embarrassment or try to cover up with a lie allows me to do the same as  well. When a supervisor gives you the rest of the day off or lets you  take a longer lunch after a hard task is a fair supervisor which means  he also has a genuine care for the lower level employees. All those  characteristics mentioned creates high employee morale where they come  to work on time with a good attitude, putting forth effort and being a  team player as well. Rewarding ethical behavior seems difficult to observe and do because  rewards usually come in the form of compensation and promotion. However,  it is easy to observe and see someone getting disciplined for unethical  behavior because when someone steals hours, product, or money from a  company, they get terminated. These are examples of how ethical leadership can be measured in an  organization: “Are poor performers ignored, transferred, or promoted? Is  performance execution measured or only business results? Are  individuals and teams recognized and acknowledged? Do people hide from  responsibility? Are problems and conflicts avoided” (Turk, 2012, p.  7.3)? On past jobs I have witnessed colleagues who sat around all day  while hardly getting any ...

1. Read the
An improved measure of ethical leadership
article by Yukl, Mahsud, Hassan, & Prussia (2013), as well as
Chapter 7 of Gonzalez-Padron (2015). Complete the Checklist:
Ethical Leadership Questionnaire, then answer these following
questions from the text:
Describe the behaviors that are most important for you to feel
trust in the ethical leadership of a supervisor, manager, or
company executive?
Describe any descriptors in the list that are difficult to
observe?
Analyze how ethical leadership can be measured in an
organization?
Evaluate how personal experience with a leader (e.g., work
assignments, disciplinary actions) skew your assessment of his
or her ethical leadership? Cite an example based on personal
experience.
Your response must be a mimimum of 300 words.
Guided Response:
Review several of your classmates’ posts and respond to at
least two of your peers by 11:59 p.m. on Day 7 of the week.
You are encouraged to post your required replies early during
the week to promote more meaningful interactive discourse in
the discussion. For your response, put yourself in to position
of an organizational leader, using the list of behaviors

2. described by your classmate, explain how leadership can
emulate these behaviors.
Yours responses must be a minimum of 150 words.
Edwards Discussion Reply Minimum 150 words:
The behaviors that are most relevant to me in order for me to
feel trust in regards to ethical leadership consists of “a high-
quality exchange relationship is more likely to occur for a
leader who is honest, trustworthy, fair, and genuinely
concerned about the well-being of followers” (Erdogan et al.,
2006; Wayne et al., 2002, p. 41). A person in upper
management who is not afraid to tell the truth because of
embarrassment or try to cover up with a lie allows me to do the
same as well. When a supervisor gives you the rest of the day
off or lets you take a longer lunch after a hard task is a fair
supervisor which means he also has a genuine care for the
lower level employees. All those characteristics mentioned
creates high employee morale where they come to work on time
with a good attitude, putting forth effort and being a team
player as well.
Rewarding ethical behavior seems difficult to observe and do
because rewards usually come in the form of compensation and
promotion. However, it is easy to observe and see someone
getting disciplined for unethical behavior because when
someone steals hours, product, or money from a company, they
get terminated.
These are examples of how ethical leadership can be measured
in an organization: “Are poor performers ignored, transferred,

3. or promoted? Is performance execution measured or only
business results? Are individuals and teams recognized and
acknowledged? Do people hide from responsibility? Are
problems and conflicts avoided” (Turk, 2012, p. 7.3)? On past
jobs I have witnessed colleagues who sat around all day while
hardly getting any work done while taking excessive breaks and
they still were not disciplined. I even got into a conflict with
the worker about not doing his share of work because I
depended on him to perform his role so that I could do mine
effectively. He tried to use his seniority as an excuse and the
superintendent did not intervene, which forced me to not take
my work serious and not care if it effected the customers
satisfaction.
References
Erdogan, B., Liden, R. C., & Kraimer, M. L. (2006).
Justice and leader–member exchange: The moderating role of
organizational culture
. Academy of Management Journal, 49, 395-406
Turk, W. (2012).
Be accountable
. Defense AT&L, 41(4), 43–46.
Tiffanys Discussion Reply 150 word minimum
Describe the behaviors that are most important for you to feel
trust in the ethical leadership of a supervisor, manager, or
company executive?
The behaviors I believe are most important for me to trust my

4. manager or any company executive are moral, integrity and
honesty. A person who has these traits is built for leadership
within an organization. I also find it important for the manager
to "treat the members of the team equally and not show
favoritism amongst the members" (Gonzalez-Padron, 2015,
sect.7.2). Displaying ethical behaviors should come from a top
down perspective in the organization. If top management is
displaying ethical behaviors then staff will follow what is done
by them.
Describe any descriptors in the list that are difficult to observe?
From the list, I found a few descriptors that are difficult to
observe. It’s hard to observe if someone is can be trusted
enough to tell the truth. I find it hard to observe if someone is
keeping their actions consistent with what they value. I also
find it difficult to observe if someone is fair and objective
when evaluating members based on their performance, because
it’s hard to measure the amount of performance an individual is
capable of doing. Lastly I find it difficult to observe if
someone is dedicated and shows self-sacrifice for the
organization.
Analyze how ethical leadership can be measured in an
organization?
Measuring ethical leadership can be quite a challenge for an
organization. According to Yukl, Mahsud, and Hassan (2013),
“the researchers developed a preliminary questionnaire to
measure ethical leadership, and it was used in a study of ethical
leadership in top management teams” (pg.39). Though
questionnaires were used, they often had limitations such as
vague wording that was often viewed as positive and negative.
According to Yukl, Mahsud, and Hassan (2013), “ethical
leadership can be measured with honesty, integrity, fairness,
altruism, consistency of behaviors with espoused values,

5. communication of ethical values, and providing ethical
guidance” (pg.43).
Evaluate how personal experience with a leader (e.g., work
assignments, disciplinary actions) skew your assessment of his
or her ethical leadership? Cite an example based on personal
experience.
I have always viewed my manager as an ethical leader. I work
in the IT section of my division and I have access to a lot of
sensitive information such as passwords, emails and login
information. However from the guidance of my manager he has
taught us the do’s and don’ts of handing such information. My
manager has taught my team the idea of quality assurance. He
has made sure that we always check things that are sent to us
for approval, just in case someone decides to do something
unethically or morally wrong. My manager has also taught us to
learn from others mistakes so we may avoid being viewed as
unethical in the workplace ourselves.
T.T.
Gonzalez-Padron, T. (2015).
Business ethics and social responsibility for managers
[Electronic version]. Retrieved from https://content.ashford.edu/
Yukl, G., Mahsud, R., Hassan, S., & Prussia, G. E. (2013). An
improved measure of ethical leadership.
Journal of Leadership & Organizational Studies, (1)
20.