13.20. (323)
LEADERSHIP INSTRUMENT
Ethics and morals are often regarded as very personal, and we resist having
others judge us about them. We also resist judging others. Perhaps for this
reason, there have been very few questionnaires designed to measure
ethical leadership. To address this problem, Craig and Gustafson (1998)
developed the Perceived Leader integrity Scale (PLIS), which is based on
utilitarian ethical theory. The PLIS attempts to evaluate leaders' ethics by
measuring the degree to which subordinates see them as acting in ways that would produce the greatest good for the greatest number of people.
By taking the PLIS, you can try to assess the ethical integrity of one of
your supervisors. At the same time, the PLIS will allow you to apply the ideas we discussed in the chapter to a real-world setting. The PLIS represents one way to assess the principle of ethical leadership.
In addition, the PLIS can be used for feedback to employees in organizations and as a part of leadership training and development. Finally, if used as part of an organizational climate survey, the PLIS could be useful as a way of identifying areas within an organization that may need an ethics intervention (Craig & Gustafson, 1998).
13.20. (323)
LEADERSHIP INSTRUMENT
Ethics and morals are often regarded as very personal, and we resist having
others judge us about them. We also resist judging others. Perhaps for this
reason, there have been very few questionnaires designed to measure
ethical leadership. To address this problem, Craig and Gustafson (1998)
developed the Perceived Leader integrity Scale (PLIS), which is based on
utilitarian ethical theory. The PLIS attempts to evaluate leaders' ethics by
measuring the degree to which subordinates see them as acting in ways that would produce the greatest good for the greatest number of people.
By taking the PLIS, you can try to assess the ethical integrity of one of
your supervisors. At the same time, the PLIS will allow you to apply the ideas we discussed in the chapter to a real-world setting. The PLIS represents one way to assess the principle of ethical leadership.
In addition, the PLIS can be used for feedback to employees in organizations and as a part of leadership training and development. Finally, if used as part of an organizational climate survey, the PLIS could be useful as a way of identifying areas within an organization that may need an ethics intervention (Craig & Gustafson, 1998).
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