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As an employer, you do not always have visibility over the extent and causes of workplace problems. Bad behavior and dysfunction can be hidden within teams, geographic areas, functional groups, or chains of command.

Increased turnover, sick leave, absenteeism, and poor performance are all signs of dysfunction. Sometimes a critical incident involves legal or reputational risks, severe injury, or intervention by external regulators.

It can often be difficult for employers to get complete and honest information about the situation. Many employees feel uncomfortable about revealing their concerns directly to you. They may perceive that supervisors and managers are involved, or are subjective or have their motives, worry that another key employee is reticent to speak up, or not want to 'stick their neck out or be seen as part of the problem.

Moral leadership provides values or meaning for people to live by, inspiration to act, and motivation to hold oneself accountable. Step up when you do not see someone stepping up to provide purpose and do what is best for the greater good.

Leadership is a responsibility. It is also a power not to be taken for granted. If you have some power, your job is to empower somebody else. Your best self is when you use your power to lead others.

Moral leaders guide themselves with values and ethics that they develop over time and with experience. Examples of values include integrity, respect, accountability, community, inclusion, fairness, and service.

What experiences have shaped your thoughts and views? Be introspective. Think about the principles by which you live your life.

Moral leaders have a sense of self and are not threatened by others. However, they also recognize that themselves is not the most important thing and that leadership is not about them. Leadership is about serving others. It is not about you or your interests. True leaders value other people and put the interest of others first.

Leaders do not impose their values on others. They consider other people's values. They interact with and understand others. The combination of their values and the values of diverse groups inform a vision for a better future.

People seek moral leadership when they want to change. Leaders do not fear change. They have the courage and conviction to share a vision to try and bring about positive change.

Everyone will rarely be on board with your opinion or views. A leader listens to people with different views. A leader knows not to try and win everyone over.

Leaders also know not to create divisions. Moral leaders do their best to communicate a purpose that can inspire as many people as possible to want to take part in enacting positive change for the greater good.

Moral leadership is something everyone can strive for. It cannot be easy to attain, but it is worth the challenge for yourself and those around you. Know your values, check your ego at the door, embrace others, be transformative and seek unity. Take responsibility for building a better organization for all.

Your staff morale is the backbone of your organization. As an organization's leader, you cannot afford to take it seriously: nurturing your staff morale is a strategic move.

If you do not have healthy employees, you will struggle immensely to create a great organizational culture.

Your employees should be physically, mentally, and emotionally at their best. Why? Because your employees are your organization's core, success would be a dream without them.

Therefore, as managers, you need to offer as many resources as possible, tools, and opportunities for your employees to live their healthiest life – at or away from work.

Always be on the lookout for new ways to lower employee stress and avoid negativity so they can perform more effectively.

Building off your current Organisation culture, no reality exists where building a great organizational culture means starting from ground zero. Instead, it would be best if you enhanced the current culture. Employees cannot be expected to make a complete 180 degrees.

Undoubtedly, the culture in your organization is key to employees because your staff is much more likely to enjoy their job role and the organization they work for when their needs and values match up with their employers.

When employees work at a place with strong, trusting, respectful culture and continually build organizational culture, they develop better relationships and are dedicated to meeting shared goals.

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