Skip to main content

Hallmarks of Integrity

There is no one right integrity strategy. Factors such as management personality, company history, culture, lines of business, and industry regulations must be taken into account when shaping an appropriate set of values and designing an implementation program. Still, several features are common to efforts that have achieved some success:

1.The guiding values and commitments make sense and are clearly communicated. They reflect important organizational obligations and widely shared aspirations that appeal to the organization’s members.

2.Company leaders are personally committed, credible, and willing to take action on the values they espouse. They are not mere mouthpieces. They are willing to scrutinize their own decisions. Consistency on the part of leadership is key.

3.The espoused values are integrated into the normal channels of management decision making and are reflected in the organization’s critical activities:. The development of plans, the setting of goals, the search for opportunities, the allocation of resources, the gathering and communication of information, the measurement of performance, and the promotion and advancement of personnel.

4.The company’s systems and structures support and reinforce its values. Information systems, for example, are designed to provide timely and accurate information. Reporting relationships are structured to build in checks and balances to promote objective judgment. Performance appraisal is sensitive to means as well as ends.

5.Managers throughout the company have the decision-making skills, knowledge, and competencies needed to make ethically sound decisions on a day-to-day basis. Ethical thinking and awareness must be part of every managers’ mental equipment. Ethics education is usually part of the process.

Comments

Post a Comment

Popular posts from this blog

Followership

“It is often said Today’s effective followers are tomorrow’s potential leaders” There are effective followers and ineffective followers Sheep There are people who are passive and like to work from 9-6. They think they work for living and lack initiative. They expect their leader to think for them. Most probably they may say, “Sir, whatever you think good for me”. They are also “Yes Sir”, “No Sir” type. Survivors There are some people whose motto is “better to be safe than sorry”. They do not take risk, tend to be political. They do not lead change but want to survive across it all costs. They are not someone who would rock the boat. You will find plenty of such people in Govt. offices.  Followership Model Alienated Followers They are capable yet cynical people. They come across as negative people. They generate and emit lot of negative thoughts and energy. They are seen gossiping in the corridor and criticizing their organisation and management. You will hear comment su...
1 comment
Read more

Spiritual Workaholics

  With the COVID 19 Pandemic, working from home has become a new normal across the world. There are a number of studies conducted on how productive employees are, do they feel motivated? There are also lot of recent posts and articles on Employees working more hours than they worked while in office. Interestingly is ” Number of hour worked?” a criteria to measure employee performance and productivity? The employee working a greater number of hours than normal are often referred to as “Workaholics”. There are 2 types of Workaholics: 1 st type : Employees work greater number of hours because they love their job 2 nd type:   Employees work greater number of hours because they things are out of their control If we look at both the scenarios there is a critical difference between overworking. In the first case because the employees love their job and want to go extra mile, this leads to higher performance, productivity, and motivation. In the second case, because the em...
Post a Comment
Read more

“Employees” - Steering Wheel of CSR

“The achievement of the CSR outcomes depends upon employee willingness to reciprocate and collaborate with positive attitude”   In recent years the term corporate social responsibility (CSR) has gained prominence, both in business and in the press, to such an extent that it seems to have become ubiquitous. There are probably many reasons for the attention given to this phenomenon not least of which are the corporate excesses witnessed in recent years. There is a symbiotic relationship between employee well-being in organizations and HRM practices when considered from Corporate Social Responsibility (CSR) perspective. It is imperative that companies convince their key stakeholders- “EMPLOYEES” that they are serious about CSR by demonstrating through good ethical policies that organization aims to achieve desired social, environment, political outcomes. Hence it is employees rather than the board or consultancy firm who carry the main burden of responsibility for implementing ...
Post a Comment
Read more