INTEGRITY AT THE WORKPLACE
In many organizations there is a provision in
the employee’s confidential report for his superior officers to rate the
former’s integrity. Most often, it is required to just rate his/her integrity
as ‘Above Board’ or ‘Questionable’. Needless to emphasize, rating as ‘Questionable’
would place a tremendous burden of responsibility on the evaluator to support
this rating and call upon him to furnish proper justification and documentary
evidence. Else, his integrity could
be under a cloud!
The
word ‘Integrity’ in the above context refers in the main to honesty and
propriety in the employee’s official dealings and behavior vis-a-vis guidelines
and procedures made by the company. Hence it follows that only such
transactions which are tangible and offer themselves easily to scrutiny can be
brought under the organization’s ‘integrity scanner’.
But
does it really give the total picture of the integrity of a man at the work
place? No, it doesn’t. There are many intangible but nevertheless clearly
discernible qualities which go into the definition of a person’s integrity at
work.
Integrity
also implies:
·
Standing up for one’s
subordinate when he is unwarrantedly harassed by one’s superior.
·
Not poaching a
colleague’s or junior’s work to pass on as one’s own.
·
Acknowledging
another’s merit and accepting one’s mistakes.
·
Protecting the
dignity of a subordinate even while correcting him/her.
·
Praising in
public and reprimanding- where required- in private.
·
Conveying
disagreement or displeasure to the boss only in private.
·
Giving credit
where due instead of ‘pilfering’ it.
·
Giving due
respect- without being servile- to elders by age, superiors in rank and to all
other colleagues in spite of differences and disagreements.
·
Being firm where
required, though polite.
·
Never to compromise on, or sabotage one’s work
in spite of real or perceived injustice to self.
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