Essay on Ethical Versus Authentic Leadership

Published: 2021/11/11
Number of words: 1881


An effective leader is anyone who plans and anticipates better performance of his work ahead. An effective leader is always strong and focused on handling any issue. He can analyze and solve any problem critically. Effectiveness is all about been time conscious and focusing on better results. Been a leader, it’s good to understand the leadership is a crucial part of effective management. Currently, business and management have been affected by several challenges due to a lack of effective leadership.

To achieve its goals, it must have proficient leaders who can work under minimum supervision. Effective leadership is the primary factor in the sector of business. Business requires dedicated managers who can co-operate with employees. As such, the identification of significant features of personal characteristics influences the effective leadership of any organization.

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An effective leader should have good mechanism traits and background factors that create an integrative framework for effective leadership. This assessment addresses the issues and problems resulting from poor management due to a lack of knowledge concerning leadership effectiveness. Establishing the connection between personal characters and leadership skills improves the measures of a been effective leader.

 Ethical leadership

Ethical leadership can be defined as demonstrating normative and proper conduct between the individual’s actions and interpersonal relationships with others. The ethical form of leadership is significant in today’s situation (Avolio et al.;, 2005). Ethical leadership encourages proper interactions between the individuals and other workers in the company. According to Trevino, ethical leadership should involve all the features of personal and manager characteristics.

An ethical leader directs and influences workmates to achieve the expected goals within the company. Ethical leaders possess dignity, and they respect the status of other workmates. Ethical leaderships encourage the leaders to have good interactions characteristics with other workers in the originations (Tahir et al.; 2020). This kind of leadership creates positive relationships between the managers and subordinates, thus increasing efficiency and production. A company with ethical leadership can operate under less supervision since the managers have respect for their works.

Authentic leadership

Authentic is a strategy of drawing both contextual and positive developments of an organization, which results in self-awareness and positive characteristics of a good leader. Authentic leadership theory applies positive psychology to bring the concept of authenticity together. In the company, authentic leadership plays a significant role since it defines the relationship between the managers and employees, according to:(Minjung et al.;, 2020). Therefore, psychological leadership has essential impacts on the workers’ motivation. Understanding management is wise to develop a sense of psychology in the workplace.

Authentic leadership encourages managers to focus on better productivity and profits. Authentic leadership campaigns build leaders’ legitimacy via the authentic relationships with workers and appreciate their contribution to an ethical form. Furthermore, influential leaders develop positive attitudes and self-concept to promote teamwork in the organization. Establishing a positive psychology concept generates passionate support from the workmates. Authentic leadership encourages both individual and personal team to perform in the business.

Strengths of Ethical leadership

Ethical leadership forms encouraging standards, which contributes supportive and trustful working conditions towards the employees. The ethics formed are designed to limit the changes in the working places hence creating job security for both managers and employees. Ethical leadership strategy focuses on establishing all the workplace members: (Trong et al.;, 2020). Ethical leadership ensures that all members in the work station follow the laws and regulations of the organizations. Every organization has legal procedures that outline different decisions to be followed by both managers and employees.

Establishing ethical leadership creates a fair system through which every worker observes federal, local, and state laws to ensure safety. Ethical leadership creates healthy working conditions to prevent its workers from harmful hazards. It creates a conducive environment where all workers feel honored and respected despite the class and race. Favorable environment nurtures, encourage, and focuses on creating a strong relationship between employees and the management team.

Ethical leaders are careful, conscientious, and vigilant in decision making. These leaders take their responsibilities seriously, expecting their work and leadership to be successful and more influential to their subordinates. Also, ethical leadership creates inclusion in the workplace, thus allowing opinions of others. They encourage works to give their opinions which can support the improvement of the company. To uphold ethical leadership, the leader must have primary education to accept the people’s disparities.

Weaknesses of ethical leadership

Ethical leadership demands everybody in the organization participate in the decision-making team. When one leader adopts to act in an unethical way, it causes unusual behavior that can be hard to control. This type of leadership is costly and challenging to implement and maintain. This form of leadership can be challenging to adopt and takes a lot of time to create. The ethics rules should be continuous to review and update developing organizations’ changes: (Zhenyuan et al., 2020). To achieve these programs, the organizations need to hire proficient managers committed and dedicated to the workplace.

An ethical leadership strategy depends on the personal stabilities to bring achievement to the company. An individual can decide to define ethics and create a problem within the organization. An ethical leadership strategy is dependent upon the capability of the leader to inspire other works in the organization. This form of leadership necessitates simplicity at all times. There are no chances for misperception in the ethical leadership styles. The announcement should be open and trustworthy with no exclusion since a lot of time is consumed by employees to ensure there are no related pages. This type of leadership strategy inspires teamwork and exclusions without clarity.

Strengths of authentic leadership

An original form of leadership encourages relational engagement between the managers and local workers in the organization. Despite the focus of obligations on individual inner characteristics and values, the chief leader can maintain solidity and trust among the working groups. This empowers the employees and guides them in everyday activities in an empathetic and authentic manner. Authentic leadership is more closely related to positive relational engagement, which empowers and values the role of every worker in the organization.

It promotes a tendency to build positive ability towards in all kinds of work in the company. This type of leadership also protects and respects every contribution of employees in the company so long it positive. Therefore, a loose affiliation does not mean everything is trustworthy and honest to agree:( Zhang et al., 2020). Still, it encourages authentic conditions, where workers understand their places in the company and the direction the team is focused on. In this form of leadership, the decision is upon an individual; unlike in ethical leadership, therefore the chances of workers been involved in the decision making is limited. But the leaders have opportunities to listen to the other worker’s opinions and contributions towards the organization.

Moreover, authentic leadership highpoints supporter’s consistency and provides leadership organization style. Generally, this form of leadership guarantees ethical and moral values in organizations’ structure since the format emphasizes the application of morals as the leadership’s control. According to George’s investigation of leadership, ethics’ common issue does not exist in the original leadership structure. George proposes that authentic leadership does not seek individual gain but focuses on the organization to succeed with its workers.

Authentic leadership emphasizes the moral and positive relationship to their working centers; therefore, a lot of attention and concentration is needed in authentic leadership. This makes sure that the leaders and works give their best to the organizations. Authenticity leadership has promoted effective management in different organizations since the workers are involved in decision-making processes. According to current research, this form of leadership is more flexible and reliable to be used by most organizations.

Weaknesses of authentic leadership

The main weakness affecting the authentic form of leadership is its infancy. This form of leadership does not have unity or a unified structure. Therefore, no proper analysis of authenticity leadership benefits and measures can be more complex to implement. The idea of integrating openness in authentic leadership can still facilitate a problem. Leadership is essential, but frequently, most persons may use the power while in offices: (Annika et al.; 2020). An original form of leadership has few rules that can restrict its manager from abusing the office. Lack of trustful demonstration from the managers to the workers is another threat weakness affecting this kind of leadership; this leadership style’s infancy has fueled this.

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Authentic leadership is more expensive and complicated to implement. It has several applications and terms that need managers and workers to follow before working in the organization (Dikdik et al.; 2020). Another challenge affecting authenticity leadership is self-awareness. Hypothetically, possessing solid personal awareness, leaders can effectively develop their own opinions and ignore the other work’s suggestions. Competing ambiguous clarifications of the company’s events differentiates unique implications in motivating the leaders to apply the social and personal knowledge to solve them.


Both ethical and authentic leadership play a significant role in today’s administration of organizations and companies. But according to this assessment, ethical form of leadership is more favorable and should be most considered. Its strength is due to universal interactions of several communities and open participation in decision making. Both the managers and local workers enjoy the freedom of participation in especially in decision-making program. In this leadership form, workers function their daily duties under less supervision, unlike in authentic leadership.

Work cited

Avolio, Bruce J., and William L. Gardner. “Authentic leadership development: Getting to the root of positive forms of leadership.” The leadership quarterly 16.3 (2005): 315-338.

Farid, Tahir, et al. “The Impact of Authentic Leadership on Organizational Citizenship Behaviors: The Mediating Role of Affective‐and Cognitive-Based Trust.” Frontiers in Psychology 11 (2020).

Kim, Minjung, Young Do Kim, and Hyun-Woo Lee. “It is time to consider athletes’ well-being and performance satisfaction: The roles of authentic leadership and psychological capital.” Sport Management Review 23.5 (2020): 964-977.

Luu, Tuan Trong. “Linking authentic leadership to salespeople’s service performance: The roles of job crafting and human resource flexibility.” Industrial Marketing Management 84 (2020): 89-104.

Nübold, Annika, Niels Van Quaquebeke, and Ute R. Hülsheger. “Be (com) ing real: A multi-source and an intervention study on mindfulness and authentic leadership.” Journal of Business and Psychology 35.4 (2020): 469-488.

Shamir, Boas, and Galit Eilam. “What’s your story?” A life-stories approach to authentic leadership development.” The leadership quarterly 16.3 (2005): 395-417.


Wang, Zhenyuan, and Yunhui Xie. “Authentic leadership and employees’ emotional labor in the hospitality industry.” International Journal of Contemporary Hospitality Management (2020).

Zhang, Sen, Alex J. Bowers, and Yaqing Mao. “Authentic leadership and teachers’ voice behavior: The mediating role of psychological empowerment and the moderating role of interpersonal trust.” Educational Management Administration & Leadership (2020): 1741143220915925.

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