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 compromising on, or sabotaging work in spite of real or perceived injustice
to self.
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