The Ethical Imperative in Corporate Leadership: Navigating Corporate Bullying and Responsibility

In today's corporate world, maintaining a balance between management directives and ethical responsibility is a challenge that many executives face. Corporate bullying—where an employee is treated unfairly or unjustly based on a superior's orders—is one such ethical dilemma. While the hierarchy and structure of organizations often demand adherence to management, this does not absolve corporate leaders from their moral obligations. The essence of employment is not a one-sided exchange of salary for absolute obedience but a relationship built on mutual respect and integrity.

Corporate Bullying: A Breach of Ethics and Leadership Responsibility

Corporate bullying occurs when an employee is targeted unfairly, often as a result of pressure from management. Research on workplace bullying highlights its damaging effects on employees’ psychological well-being, job satisfaction, and organizational loyalty. These effects are compounded when bullying is institutionalized—when management implicitly or explicitly demands that their subordinates follow orders, even at the expense of fairness and justice.

For corporate leaders, the ethical implications of workplace bullying are significant. Executives, particularly those at the CXO level, must not view themselves as mere functionaries executing orders without question. Ethical leadership calls for executives to consider the broader impact of their decisions, including the potential harm to employees. The role of a corporate leader is not only to achieve business objectives but also to maintain the moral compass of the organization.

Is a CXO Bound to Execute Every Order?

While executives have fiduciary duties to the company and are expected to follow management directives, this does not mean blind obedience. Ethical leadership is about navigating the fine line between operational execution and moral responsibility. Executives must evaluate the consequences of their actions, not just in terms of financial outcomes but in terms of fairness, legality, and the potential for harm to employees.

Research suggests that ethical leaders are those who can create a work environment where fairness and integrity prevail. As noted by scholars, “ethical infrastructure” within an organization can help prevent workplace bullying and create a culture of accountability. This infrastructure includes clear guidelines on ethical behavior, policies against harassment, and a leadership culture that encourages open dialogue.

Ignoring these responsibilities can lead to toxic work environments, where employees feel oppressed and dehumanized, leading to higher turnover rates and a loss of organizational trust. Executives must be the guardians of corporate culture, ensuring that their decisions reflect both the company’s goals and the well-being of its employees.

The Essence of Employment: More Than Just Salary

Many employers operate under the mistaken belief that because they pay employees, they have the right to control every aspect of their working hours. However, research in organizational psychology indicates that this transactional view of employment is outdated. The employer-employee relationship is a partnership where the employer is buying the employee’s time and skills—not their absolute submission. Employees have the right to work in environments that respect their dignity and protect them from undue harm.

Ethical leadership recognizes that while employees are expected to perform their duties, they are not bound to follow unethical or harmful directives. In fact, leadership studies emphasize the importance of empowering employees to voice concerns and challenge unfair practices. Leaders who adopt an inclusive and ethical approach can create a positive work environment that fosters loyalty, productivity, and innovation.

Conclusion: Ethical Leadership in Action

In summary, corporate leaders have a responsibility to strike a balance between operational goals and ethical considerations. Taking action against an innocent employee because of management pressure is not justifiable. Ethical leadership demands that corporate leaders advocate for fairness, challenge unjust directives, and prioritize the well-being of their employees. Employment is not just about following orders—it’s about fostering a partnership based on respect and mutual benefit.

In today’s competitive corporate landscape, the companies that succeed in the long run are those that uphold ethical values, build trust with their employees, and create an environment where every individual is treated with fairness and dignity.

Saad Hussain Kaiser Chowdhury Coach Kamrul Hasan H. M. Faridur Rahman Amalendu Biswas Anik Simanto Syed Muttakillah Mohtasim Mamun Rakin Tarek Reaz Khan Mrinmoy Roy Md.Rokibul Hassan Khan Ranjit Dey, SPHRi? Shibli H Ahmad, CODP? Mamun Hossain, CIHS, CKPIS H. M. Al- Mamun