Have you thought of ways how integrity can be demonstrated in company culture?

Sonnie discussing the need for value adding work attitude (vawa) learning interventions
Raise your hand if you have experienced any of these integrity issues?
- You don’t agree on the recommendation for promotion of an employee who is competent but with character issues. However, you were outvoted or overruled.
- One of your corporate values is integrity (honesty or trustworthiness or transparency) but you can’t seem to find an indicator to validate such.,
- You are reluctant to recommend an integrity related intervention because of possible resistance or the officers will be the first to get hit.
Well, you’re not alone, most companies showcase integrity as one of their values in bulletin boards, but that’s how far the integration is to the corporate culture.
This post will attempt to translate this value, according to the framework of some thought leaders. With the hope that a practical, livable and measurable behavior can further be developed by HR and Learning and Development executives.
But first, let’s have a common understanding of what integrity is.
Integrity, according to Richard Dortch
“involves everything about the wholeness of our inner person, our heart, mind and will. Integrity simply means singleness: Singleness of our purpose, singleness of our will, singleness of our hearts. There is no dividing of the truth that splits the wholeness of what we are about”. Mr. Dortch further explained that the prevailing duplicity in a person’s professional and private life is a manifestation of an eroding integrity.
Values are supposedly consistent regardless of time, place, culture and environment. The force that restrains us when our superiors are around should also be present even when they are not. Similarly, the restraint to do certain actions in the presence of our family should also be felt when we are alone.
Alright, so from here, let’s see how integrity applies in different context
Integrity In Business Context
One of the top companies in Asia SM Prime Holdings, consider INTEGRITY as part of its corporate mantra.
Ms. Teresita Sy-Coson, President of SM Mart Inc. and Chair of Banco De Oro, shared the 14 principles of her father. In her speech in a series of fora sponsored by the Federation of Filipino Chinese Chambers of Commerce and Industry Inc. (FFCCCII), Ms. Sy-Coson said “the second principle, is about integrity… our father taught us to be fair, credible, trustworthy and to put a lot of weight in commitments and responsibilities”.
Integrity In Leadership
“Leadership by example” is still one of the best approaches in leadedership. The story below illustrates this point.
This is a story of Mahatma Gandhi counseling a child for removing a bad habit.
A lady reached Mahatma Gandhi with her 10 yr. old son. She told Gandhi, ” Sir, my son has a bad habit of eating a lot of jaggery ( a special kind of Indian sweets ). I have been telling him to reduce eating jaggery but he does not listen to me. Mahatma ji, the whole nation listens to you and you are a revered personality. I am sure my son too will heed to your advice. Please tell him not to eat too much of jaggery.”Mahatma Gandhi thought for a while and asked the lady to bring her son again after a week.
After a week , the lady again took her son to Mahatma. Mahatma Gandhi put his hand on the head of the boy and told him, “My dear child, don’t eat jaggery too much. It can be harmful”.
The conversation ended.
The bewildered lady asked the Mahatma, “Sir, this was simple. You could have told him the same thing last week itself !! Why you made us come again after a week ?”
Mahatma told the lady,” I myself used to take jaggery till last week. I needed a weeks’ time to quit eating jaggery so that I could counsel your son with conviction”.
The lady bowed in reverence to Mahatma Gandhi and took leave of him.
Integrity In A Person’s Character
Integrity is a strength of character that enables a person to admit failure regardless of what is at stake.
As Samuel Goldwyn, a movie producer said,
“I don’t want any yes-men around me. I want everybody around me to tell me the truth, even if it costs them their jobs.”
When job is at stake, we either cover-up for our mistake or that of our colleagues. Survival is more important than the truth. In most cases, people remain silent for fear that his/her own “skeletons” will be revealed. “Peer pressure” is another reason.
READ: Save your ass or do what is right?
Integrity in the Management Team
An organization is built in integrity. An individual with flawed character will not last in good organizations. Likewise, good people will not stay in bad organizations. An excerpt from the article written by Lala Rimando entitled “When Executives Misbehave”in Newsbreak published on August 2, 2004 will prove this point.
Ms. Rimando wrote:
I can’t take it anymore,” Mike, a thirtyish company vice-president, told Newsbreak. For the past years, his boss has been paying off a government official to avoid taxes. The legally mandated amount would have cost them three times more than what they are paying the official. Mike was bothered by his conscience.
“Cancer cells.” That’s how Eduardo Roberto, marketing professor at the Asian Institute of Management and fellow of the Social Weather Stations, describes the likes of Mike’s boss.
Roberto is the principal researcher of a study entitled “CEO Perceptions and Attitudes Toward Corporate Misconduct.” The results show that the majority of the 96 chief executive officers (CEOs) and top management officials surveyed considered what was “wrong” in shades of gray, not in black and white terms.
These executives are members of the AIM Alumni Association, American Chamber of Commerce, Financial Executives Association, Management Association of the Philippines, and Philippine Chamber of Commerce and Industry.
“They are the bad cells that contaminate the good cells until the whole body is too sick,” Roberto said during the presentation of the study results… When CEOs distort the meaning of wrong and these cascades down the line, the excellent and honest employees like Mike leave. But more usually, employees tend to adopt the behavior of their superiors.
The cultural rejection of whistle blowing is strong among most senior executives, the study shows. Since executives twist the meaning of wrong to protect their own interests, Roberto said they might be inclined to do the same for their employees who misbehave. In fact, 57 percent of the respondents say it is acceptable to keep quiet about the misconduct of others.
Our ability to lead is eroded without integrity. Our credibility to impose discipline and implement corporate values will be put in question. Character problems may slow down an organization. Time and resources are wasted in the hiring and training of new employees brought by integrity related turnover issues. Time is also consumed in attending to administrative cases brought by employee dishonesty.
Read: When a person is caught, how do you know s/he is truly sorry?
Integrity and Standing Up For What Is Right
Without integrity, transformational leadership is not possible. Without integrity, the organization will lose its ability to correct itself, therefore, losing good employees either by resignation or conformation to the corrupt culture.
Alexander Solzehnitsyn, a novelist, hit the nail when he said:
In keeping silent about evil, in burying it so deep within us that no sign of it appears on the surface, we are implanting it, and it will rise up a thousand fold in the future. When we neither punish nor reproach evildoers…we are ripping the foundations of justice from beneath new generations
Will you be able to use this to come up with integrity initiatives for your company? Feel free to share your thoughts!
I would want to believe that integrity is one of the corporate values i possess. I would rather say i have blurred vision and wasnt able to identify who did the vandals on the wall, for instance, than point that person to the authorities. That is if i swear to that person i would never ever turn him. Sad to say, there are many cases of unjust and integrity issues in the corporate world thus one of the reasons that i left and decided to be a stay at home mom and hone my kids values, integrity included.
This is a great read! I remember my previous company which deals with a lot of issues that is why I decided to leave. This must be read by the heads to realize what needs to improve in the company. Thanks for sharing!
Actually, our company is practicing “Integrity” because we don’t have time cards or attendance sheets or biometrics to check if we’re late or not. We all know the core hours on what time we need to be at the office and it’s up to us if we come in late but of course, should inform our leads the reason why. Also, we log our own time reports which will be the basis for our salary. If we place OT hours on our time reports even if we didn’t, well, it’s up to that person. Karma is just right here. LOL
xx, Janine | Wandering Ella
that’s cool @janinellanongos:disqus! The trust level in your organization is so high. How’s the turn over rate?
Actually it has been the norm even before I got in the company so I must say it’s working pretty well. 🙂
May companies like that thrive and multiply.
thanks
I agree with you, but in reality, the practice is to have a person who can perform immediately, and keep an eye on him/her to protect the interest of the company
Integrity is not only important for those in the corporate world but it is also important to us, as individuals. We should live in such a way that if someone spoke badly of us, no one would believe it.
that’s why it’s better to live a transparent and consistent offline and online persona. In this way, people will not believe false accusations. Specially in the blogging community, those who are after events and freebies tend to accuse each other.
I totally agree. Some bloggers should know that it’s not just about freebies and events, it’s more of building relationships with brands.
I work as a HR recruiter and between integrity and skills, integrity comes first.
Keep in touch! – http://www.francesandflair.com
Ohh we have another HR blogger in the house.
I love this post. And the last part really is a nailed-it! generalization of what are the long-term effects of losing integrity.
Very good read.
thank you Eline
Hi Aileen,
Sorry for the late reply.
Harshness depends on how the tardiness affects your operations (monetary loss, image of company etc.).
As a general rule, written warning starts at the 5th tardiness
6 days suspension on the 6th
12 days suspension on the 7th
12 days suspension with warning of separation on the 8th
and termination on the 9th
You’re correct that prescription period is good only for a month, but you should have a policy on habitual delinquency that will address the combination of infractions committed in a given period.
Hi!
I am new to my company and there’s a lot of policies to be revised.
I am currently working on the policy on Tardiness.
My questions are:
1. When can we say harsh is harsh? Like in the current policy it states that:
1st- Offense- Written Warning
2nd Offense- 1 day suspension
3rd- Offense- 3 day suspension
Until you reached the 8th offense- Dismissal
Each offense means every time you are late you commit one. So in a month’s time if you came in late 8x, you’ll be dismissed. Prescription resets to 0 every month.
Is this fair? harsh?
I wish to get suggestions on provisions in revising the policy. A sample actual policy maybe?
Thanks for your time.
Have a great weekend ahead. 🙂
thanks, aileen
But one thing is for sure, people will ignore integrity because of desperation.
I am of the opinion that Integrity is THE most important characteristic – be it in the corporate world, personal relationships, or in general. I am delighted that we are understanding its important and are now open to discuss about it.
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So few people speak of integrity these days… and fewer live with integrity. Yes, it matters. I could probably write a thesis on the subject… it’s that important to me and my life. Thanks for this very thought-provoking post, Sonnie!
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