Interview a manager.


The procedural dimension of ethical leadership includes problem-solving and decision-making practice within the circle of ethics. For instance, ethical leadership demands that the leaders, before practicing their decisions, discuss them with parties that are going to be affected by their decisions, so as to make them feel respected. The substantive aspect of ethical leadership includes knowledge, tough standards and guts to pursue ethical directions regardless of opposition.

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When I asked him if he had faced any ethical conflict in his career, he told me something. Last year, when his company announced vacancies, he was appointed to interview the candidates for selection. Mr. Harrison was obese. He selected him on the seat of disabled persons. Title I of Americans with Disabilities Act of 1990 states that all employers, who have at least fifteen employees working under them, must give equal chances of employment to qualified disabled persons (U.S. Department of Justice 2005). When he discussed the matter with the managing director, he said that an obese person was in no way a disabled person. He stated Carrier (2000) who affirmed that “although courts initially were reluctant to recognize obesity as a qualifying disability for purposes of ADA protection, courts are increasingly willing to consider obesity as a disability giving plaintiffs status to raise ADA claims.” Finally, Harrison was selected.

To my question about employee development, he answered that he totally believed in the concept. According to him, flourishing employee development programs and strategies guarantee improved employees’ performance, which leads to higher productivity and overall organizational success in the competitive market. Employee development leads to employee motivation and job satisfaction.

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