Leadership & Ethics Key Terms
Master these terms to build a strong foundation for the Leadership & Ethics domain. Terms are grouped by topic area.
SHRM Framework
BASK (Body of Applied Skills and Knowledge)
The SHRM competency framework that defines the knowledge and behavioral competencies tested on the SHRM-CP and SHRM-SCP exams. Replaced the older Body of Competency and Knowledge (BoCK) in 2022. The BASK organizes content into behavioral competencies and HR knowledge domains.
Behavioral Competencies
The interpersonal and personal skills HR professionals need to apply their knowledge effectively. The BASK defines three clusters: Leadership, Interpersonal, and Business. These are tested through situational judgment items (SJIs) on the exam.
Situational Judgment Items (SJIs)
Exam questions that present a realistic workplace scenario and ask you to select the best or most effective course of action. SJIs test behavioral competencies by measuring how you would apply judgment in context, not just what you know.
Competency Model
A framework that defines the knowledge, skills, abilities, and other characteristics (KSAOs) required for effective performance in a role. SHRM's competency model underpins the BASK and informs HR practice across organizations.
Leadership Concepts
Transformational Leadership
A leadership style focused on inspiring followers to exceed expectations by creating a shared vision, stimulating intellectual growth, and providing individualized support. Contrasts with transactional leadership, which relies on exchanges such as rewards for performance.
Servant Leadership
A leadership philosophy where the leader's primary goal is to serve others. The servant leader focuses on the growth and well-being of employees and the community, building trust and collaboration rather than exercising top-down authority.
Situational Leadership
A model (developed by Hersey and Blanchard) that proposes leaders should adapt their style based on the readiness level and development of their followers. Styles range from directing to delegating.
Emotional Intelligence (EI)
The ability to recognize, understand, manage, and effectively use emotions in yourself and others. Daniel Goleman's model includes self-awareness, self-regulation, motivation, empathy, and social skills. Critical for HR leaders navigating complex interpersonal dynamics.
Change Management
The structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. Common models include Kotter's 8-Step Process, Lewin's Change Model (Unfreeze-Change-Refreeze), and the ADKAR model.
Organizational Development (OD)
A planned, systematic approach to improving an organization's effectiveness through the application of behavioral science knowledge. OD interventions address culture, structure, processes, and people to drive sustainable improvement.
Ethics
SHRM Code of Ethics
The professional standards that guide HR practitioners. Core principles include professional responsibility, professional development, ethical leadership, fairness and justice, conflict of interest management, and use of information. HR professionals are expected to uphold these standards in all decisions.
Conflict of Interest
A situation where an HR professional's personal interests, relationships, or outside activities could compromise objectivity or professional judgment. Must be disclosed and managed proactively.
Duty of Care
The legal and ethical obligation to act in the best interest of employees and the organization. In HR, this includes maintaining safe working conditions, protecting confidential information, and ensuring fair treatment.
Whistleblower Protection
Legal safeguards that prevent retaliation against employees who report illegal or unethical conduct. Federal protections include the Sarbanes-Oxley Act (SOX) and the Dodd-Frank Act. HR must ensure reporting channels exist and that reporters are protected.
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Related Resources
- Leadership & Ethics Study Guide
- Leadership Exam Tips
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