This document discusses several subjective ethical theories, including emotivism, divine command theory, subjective relativism, and cultural relativism. It provides criticisms of each theory. Emotivism is criticized for contradicting deeply held moral convictions. Divine command theory is criticized for implying that God has no moral reasons for what He approves. Subjective relativism implies that every individual is morally infallible, which is unlikely. Cultural relativism implies there can be no moral progress and that every culture has equally correct moral values, undermining views of objective morality and tolerance. It also implies cultures are morally infallible.

1. PHI 2604 – Critical Thinking/Ethics Handouts
Lenel
Rev. 5/2020
Subjective Ethical Theories
I. Emotivism Criticism
According to this theory, moral judgments have
no cognitive content, thus no truth value. Moral
judgments merely reflect subjective attitudes
and emotions. Without a truth value, there can
be no moral statements! Thus, “it is morally
wrong to hit an innocent child” becomes a moral
utterance, neither true nor false.
The theory contradicts many of
our deeply held moral
convictions. For example, the
theories denies that, “Killing
babies for fun is morally wrong”
is a true statement.

2. II. Approbative Ethical Theories
A. The Divine Command Theory
According to this theory, an action is only morally
right because God approves of the action. But, if you
ask why God approves of the action, there seems to
be nothing to say. Thus God has no moral reasons
for that of which He approves!
The theory robs God of having
moral reasons for that of which He
approves.
B. Subjective Relativism
According to this theory, an action is morally right
simply because the agent (the one doing the action)
approves of the action. No matter how atrocious the
behavior may appear to others, as long as the agent
believes the behavior is morally right, it is!
The theory implies that every
individual is morally infallible, which
is extremely unlikely to be true.
C. Cultural Relativism
According to this theory, an action is morally right
because one’s culture approves of the action. Thus it
is cultures who create moral values by believing in
them collectively. If there is disagreement within a

3. culture, then an action is morally right because the
majority of one’s culture approves of the action.
This theory implies that there can
be no moral progress over time. It
implies that every culture (past and
present) has moral values that are
equally correct. The theory implies
that moral issues can be settled by
taking a survey. Far from justifying
the moral rightness of tolerance,
the theory undermines the view
that tolerance is objectively morally
right, as well as any other objective
moral value. Finally, while it does
recognize that individuals can be
mistaken in their moral judgments,
it does imply that every culture is
morally infallible, which is
extremely unlikely to be true.
Signature Assignment Instructions
Deliverables:3
Week 9: Written report due on Saturday
Paper:
The past 7 weeks, we learned about Leadership to demonstrate

4. your understanding. The signature assignment will pull together
the assignments for each week and you will submit a paper that
addresses the following.
You own a consulting firm specializing in the development of
organizational leadership. You have been hired by a
corporation to help them improve their leadership team by doing
the following:
1. Identifying individual leaders by explaining what leadership
skills are needed; their traits and ethics, leadership behavior and
motivation, influencing power, politics, networking, and
negotiation traits leaders possess. (400 words minimum).
2. Developing team leadership by explaining how charismatic
and transformational leadership may benefit the organization.
(400 words minimum).
3. Explaining the importance of leadership of culture, ethics,
and diversity and how to improve this within the organization.
(400 words minimum).
The total word count for this paper is 1200 words which is
approximately 3.5 pages, double spaced, Times New Roman 12
pt. The cover page and the reference page is extra, so your
paper should be a total of 7.5 pages minimum.
Presentation:
**I made all the assignments during the course which I’ve
already answers the questions , but the work here is : YOU
HAVE TO MAKE IT FOLLOWING THE WORDS NUMBERS
THAT IS REQUIRED AND CHECK IF THE ANSWERS
EXACTLY ANSWERS THE QUESTION, MAKE CHANGES IF
NECESSARY AND ADD MORE INFORMATION TOO IF THE
ANSWER IS NOT ANSWERING WHAT THE QUESTIONS
REQUIRED.

5. 1. Identifying individual leaders by explaining what
leadership skills are needed; their traits and ethics, leadership
behavior and motivation, influencing power, politics,
networking, and negotiation traits leaders possess. (400 words
minimum).
A simple definition of leadership is based on motivating a
group of people with ideas that can be communicated to others
in certain ways that engaged them to act as leaders and be
successful in both personal and professional lives.
According to Lussier and Achua (2016) there are five key
elements that describes and qualify effective leadership: Leader
– followers, Influence, Organizational Objectives, Change and
People. Leaders are expected by any organization or companies
to be very strong and also have the ability of communicating
well their vision to others or their followers which are groups
influenced by leaders, a follower could be a manager or not,
leaders and followers has same qualities needed to be effective,
so to be a leader is necessary to share ideas to get something
accomplished and influence people with it. The ability of
influencing is not an easy task, for example a person that has
empathy will have more power to influence others, also who has
a great communications skill get to achieve the enthusiasm of
their followers. Another key element of a leadership is
Organizational Objectives that is very important for the leader
performance, leaders has to set their goal with purposes to
achieve their team effectively. Leadership also has the ability of
Change, change people’s idea, mind and status to something
different or new and its necessary work on creative strategies
that requires confidence to convince their followers.
Leadership is about leading and influencing People (another
important skill to mention) to accomplish their goal aligning
and motivating them, which is a very important element, is the
people who follows and achieve the objectives.
Often leaders try to be perfectionist and inspire people
with their thoughts and actions, but for this happen they have to

6. follow the three management skills to be very successful. There
are three types of management skills that define effective
leaders: Technical Skills, Interpersonal skills and Decision-
making Skills.
Technical Skills required a leader or managers to have
abilities of using a variety of techniques to perform their task
and objectives which involve operating software or computer
skills, some positions and some types of jobs required technical
skills. I believe that technical skills are very important to
managers, it help them to analyze and solve internal problems
also commanding and controlling the team. Another essential
management skill that a leader/manager has to follow to be very
successful is Interpersonal Skills which are the skills that have
the ability of interact, understand and work effectively with
people. These skills help the managers to develop a relationship
with employees and motivate them to have better results, I think
that soft Skills are very crucial and work effectively to the
success of the leader and the team of any organization’s overall.
Decision-Making skills are another indispensable skill based in
making right decisions that results in a good performa nce,
solving problems and get good opportunities. Managers has to
have the ability of being creative and make right changes to
better achieve the success of the business (Lussier & Achua,
2016)
To conclude, I believe those leadership skills are very
important to all organization be successful, having leaders that
set and achieved goals and inspiring others to follow their path
in order to motivate and have a nice work atmosphere.
Reference
Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory,
Application, & Skill Development (6 ed.). Boston, MA:
Cengage Learning.

7. 2) Developing team leadership by explaining how charismatic
and transformational leadership may benefit the organization.
(400 words minimum).
Charismatic leaders have the ability to inspire and build
confidence with a clear vision. Charisma is a peculiarity
connected between leaders and followers that have
characteristics of great personality to attract and influence
people. Charismatic leaders use their communication and
emotional style to persuade and gain admiration of followers
who often develop emotional sensitivity and a strong sense of
trust with the leader. The effects of charismatic leaders on
followers are based on leaders “right” vision, their positiveness
and the way leaders share it has an impact on followers, they
simply developed self-confidence and self- efficacy while they
work to perform leader’s sight.
Charisma is not always used to do great and positive
inspire way, there is differentiating between positive and
negative charisma which can identify in the values and terms of
the leader. Based on this both ways positive and negative
charisma, there are two types of leaders which are identified as
the Socialized Charismatic leader (SCL) and the Personalized
charismatic leader (PCL). Socialized Charismatic leader is
characterized by leaders with empowerment personality which
involves leaders promoting their growth and inspiring their
followers to do the same as their ideal using charisma to benefit
others. On the other hand, Personalized Charismatic leader or
negative leader is based on narcissistic personality
characterized by strong power of their needs who uses charisma
for personal benefits (Lussier & Achua, 2016).
Followers are inspired by actions and performances of
leaders those actions can take positive or negative ways of
follower’s behavior. The SCL expects to have positive effects
on their followers reinforce consistency behavior which

8. combine with the mission of the organization, by observing
leaders self- confidence and self- efficacy followers tend to
develop it as well and work same way as their leader vision, so
when this happen it motivates followers and creates comfortable
atmosphere with productivity and better quality of work.
Personalized or negative charismatic leaders use their charisma
and power based on dominance that cause authoritarianism
behavior which affect negatively their followers. Decisions of
the leaders are based on self-interest using their power to self-
manage goals only when it supports their own needs.
Personalized leader’s traits have significantly association
with followers’ actions, the leader’s personality, characteristics
and persuasive power can directly affect followers’ behaviors,
they tend to embrace leader’s subordination and also have
personalized feelings of obedience and devotion which can
cause personal disapproval, several detriments between their
followers. In contrast, socialized charismatic impacts on raise
follower’s motivation and facilitations to achieve the goal of the
organization. To sum up, the charismatic leaders is an example
of identification for followers, their work, responsibilities and
behavior effects on followers’ perceptions that build a positive
image consistent with the values of the leader’s vision.
Furthermore, Charismatic leaders have the abilities of
empowerment expressing confidence and optimism at a high
level, that way they set personal examples which help Set out
traits and actions coinciding with the vision and goals that they
support.
Reference
Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory,
Application, & Skill Development (6 ed.). Boston, MA:
Cengage Learning.

9. 3) Explaining the importance of leadership of culture, ethics,
and diversity and how to improve this within the organization.
(400 words minimum).
Globalization of the economies and integration has created a
great need for diversity. Diversity has been perceived as
strength to the organization and every business entity is looking
for ways implementing diversity management in its workplace.
However, even if diversity is a source of strength to the
organization, there are numerous challenges associated with
diversity. In this discussion, the advantages and disadvantages
of diversity are addressed.
There are numerous benefits of embracing diversity. First, it
creates an opportunity for the organization to tap a wider pool
of the talents and skills which are used to propel the
organization to another level. Second, it creates an opportunity
to integrate and combine together different ideas which help to
improve the quality of the decisions that are made and also to
promote innovation. Third, diversity brings employees together
and promotes cordial interpersonal relationships among the
employees which leads to increases in productivity because
employees work to achieve shared common objective. Fourth,
diversity creates avenues for employees to build their trust,
creates senses of the inclusion and belonging which motivates
and inspires employees resulting to increased job satisfaction
and ultimately resulting to increase in output.
Even though there are numerous advantages of diversity,
managers do face challenges in managing diversity. Some of the
potential challenges of diversity are: it may be costly because
management is required to run training programs to equip
employees with interpersonal skills and emotional intelligence
skills that would help employees to relate with one another;
there could be increased cases of the intergroup conflict and
resistance because of the difference in the values, beliefs and

10. ideas among the employees and finally, there could be
incidences of communication barriers and discrimination
(Inegbedion et al…,2020). However, even if there are demerits
of diversity, management must look for ways to handle them
and support diversity.
References
Inegbedion, H., Sunday, E., Asaleye, A., Lawal, A., &
Adebanji, A. (2020). Managing Diversity for Organizational
Efficiency. SAGE Open, 10(1), 2158244019900173.