Running head: BEHAVIOR ETHICS 2 ARTIFACT 1

Behavior Ethics 2 Artifact

Ashley D. Solis
South Texas college
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Behavior Ethics 2 Artifact

Leaders of organizations are often faced with challenging scenarios that can prove

problematic. We read about different philosophers throughout this class and their thoughts on

leadership. I will be giving a scenario where I explain what makes the situation so problematic

and offer my proposed solution and why it is best. Then I will adopt the perspective of a thinker

that I believe would be my biggest critic and critique my own perspective fiercely with their

perspective.

I am the leader of a new call center. Constantly making myself present to my employees

by stopping by their desk every so often to make sure they are being productive and abiding by

company policy. I send out several emails throughout the day reminding them of deadlines,

quotas to be filled, and the rules of our organization. Lately the morale has been low, stats aren't

where they used to be, people seem to be leaving our center for another location and people seem

to be giving me the evil eye every time I pass by.

Flabbergasted, I bring this to the attention of my secretary who then proceeds to tell me

that the employees are not very happy with me as a leader. They feel micromanaged,

overwhelmed by my constant presence, and stressed with the recurring reminders that stats are

not where they should be and work in fear with me shoving company policies repeatedly down

their throats.

I’m in disbelief. I never meant to make them feel so uncomfortable however I need them

to perform up to par, meet their goals, adhere to company policies. I just want us to be the best

call center. Now I need to figure out a solution to problematic scenario and state my defense to

my employees so they can understand I am doing this for the betterment of the company.
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I decided to hold an emergency meeting to address the issue at hand. I let the employee

know that although they aren't too happy with me that I will continue to do as I was before. In

my defense I tell them the reason I must be stopping by so frequently at their desk is because I

see many of them putting our customers on hold to have a chat with their neighbors. Because

customer service is our main priority, I make it known to them that I will continue to do so until

they earn my trust of not abusing the hold button.

I stated to them that if there want so many people taking longer breaks for lunch than

their scheduled time, individuals not following dress codes, and people using their phones while

on the clock then there wouldn't be a need for me to be sending them emails all the time about

company policies. I remind them that they are getting paid very well and have access to excellent

benefits. If they feel this job is not right for them then they are free to leave and give someone

else the opportunity to fill their spot.

I stand my ground with my decisions and make it clear to them that this isn’t a place for

fun. We are all here to work for the money we are being paid. If they want me to ease off, then

they need to do their part too and meet me halfway by improving. My tactics have helped earn

prestigious awards for our call center and I plan to make no changes. There has to be order for

things to run smoothly and I feel my approach is best suited for the line of work at the center.

Until they are in my position and overseeing all I do then they have no room for complaints and

should not be telling me how to do my job. I worked hard to get to where I am at and know what

works and doesn't work. If they were aware then they'd be in my position.

The thinker I believe who would critique my perspective best is Lao Tzu. Known for his

free spirit of leadership. He would not agree with my perspective of micromanaging and

constantly making myself present to employee making them feel suffocated. Lao Tzu quotes “A
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leader is best when people barely know he exists, when his work is done, his aim fulfilled, they

will say: we did it ourselves.”.

The fact that my perspective failed to acknowledge the employee’s complaints and

concerns and disregarding their feelings would go against Lao Tzu's belief that if you fail to

honor people then they will fail to honor me as a leader. They may resort to deviant behavior

because they've lost respect for me for showing no concern or compromise on their feeling of

how I am running the call center. They would probably feel there is no open-door policy and

their voices will never be heard.

He would argue that because my employees despise me that I am a wicked leader. In

order to be an effective great leader, I would have to make myself less present and allow my

employees to work more freely. Allowing them to feel productive and accomplished without me

breathing over their shoulder would lead them to respect me and improve employee morale at the

center.

Maybe their despise of me made them want to not be at work thus the reason they went

over their allowed time for lunch. With me backing off from constantly sending out emails of

reminders about breaks employees may even improve on their own and take the right length of

lunch breaks because they enjoy work.

Overall, he would feel my style of leadership is too autocratic and that I need to be more

reasonable with my employees. And, that just because I was above them in positions did not

constitute for ignoring their concerns, trying to silence them, and try to get them to work with

placing fear of termination.