Integrity as A Governing Ethic
Summary of Information Shared by Article
Paine (1994) argues that several managers believe that ethics is related to an individual’s conscience. Ethics involves values, attitudes, beliefs, behaviour, and language of an individual within a given work setting. Thus, managers should seize the opportunity to integrate integrity into the organization’s activities to strengthen its reputation and relationship with employees. An organizational strategy based on integrity helps to improve and enhance the organization’s ethical standards. Integrity strategy involves a code of conduct, training in relevant areas of law, and establishing a set of legal guidelines of sentencing wrongdoers (Paine, 1994). Thus, an organization’s management is obliged to create a set of guiding principles that significantly creates an environment that is able to support the ethical values, beliefs, and attitudes of the employees. It should also create a sense of accountability among employees and enforce various legal laws to improve organizational life. For an organizational integrity strategy to be effective, the set guidelines and commitments should make sense and be clearly communicated to the employees. The organization should have systems and structures to support its values. The set values and behavioural approaches should be effectively integrated into the decision-making processes and should be reflected in the day-to-day organizational activities.
Incorporation of Integrity as A Governing Ethic in An Organization
Integrity as a governing ethic can be incorporated into an organization through the establishment of efficient and effective structures that can support the organization’s values (Audi & Murphy, 2006). The organization’s set values can be integrated into the decision-making processes and should be clearly reflected in its activities or operations. Also, the set guidelines should be clearly stated to employees as it reflects their obligations.
Audi, R., & Murphy, P. E. (2006). The many faces of integrity. Business Ethics Quarterly, 16(1), 3-21. Retrieved from https://www.cambridge.org/core/journals/business-ethics-quarterly/article/many-faces-of-integrity/B4C19715364A91769ED9A59655A04AAB
Paine, L. S. (1994). Managing for Organizational Integrity. Harvard Business Review, 72(2), 106-117. Retrieved from https://hbr.org/1994/03/managing-for-organizational-integrity