Organizational Leaders and Followers Creative Writing

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Q. How can I expand or advance the conversation by new insight or perspective?I agree with you that the co-production of leadership mode suggested by Carsten & Uhl-Bien (2013) is a useful way of thinking about ethics as something that is not simply achieved via good leadership, but also via good followership. Good followers can and must speak out when they see poor ethical practices. The co-production of leadership, however, suggests that it is important not simply to speak out when a follower sees something that violates the articulated ethics of the organization vision statement, or in the ethics explicitly advocated by the superior, but when the follower wants the organization to elevate its ethical practices to the next level.The problem arises when there may be ethical conflicts inherent in the organization’s business model. For example, what about an organization with a sales-based culture that deliberately pits employees against one another to meet sales goals? Or an organization which sells an unethical product, or uses unethical processes to meet production goals, such as outsourcing labor to a country where very low wages are the standard?In such an instance, a subordinate can certainly try to offer input into the ethics of the organization, but there may be limits to what he or she can achieve. A good organization, I believe, will deliberately try to hire employees who follow the types of practice listed on the Followership Role Assessment and embody the types of ideals celebrated by Johnson (2022).

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…As you note, leaders themselves must have co-production beliefs (Johnson, 2022).Sometimes I feel organizations want the best of both worlds. As you note, passive followership is not useful, given that organizations need input and actively invested employees to thrive. But organizations may say they want genuine co-partnered followership, when they really mean that they simply want followers who work harder at being followers. Good followers offer additional suggestions and input to bolster the organization’s core assumptions (such as cutthroat competition between employees is necessary) but co-production in leadership requires followers that offer a genuine, alternative perspective when it is needed. Regardless, this underlines the need for a positive organizational culture that is truly openminded about constructively critical followership, versus simply wants very active and engaged followers......

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