1. Organization Culture and Workplace Integrity building
Tulasi Sharan Sigdel
12/3/2018

2. Learning objectives
Understanding culture and its characteristics for integrity building in organization
Analyzing the importance organization culture in integrity building
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3. Presentation outline Concept of culture and organization culture
Ethical landscape of decision making
The roots of integrity in organization
Culture and organization environment
Drivers of “breakdowns” [fear and need/greed] and integrity building
Reflection of social values and individual thinking in organization culture and integrity building
Implementation of values of organization and integrity building
Workplace integrity
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4. Public organization & characteristics
Public organizations are state’s agents for collective public actions. These organizations deliver public services with more or less efficiency, equity, honesty, and accountability. Characteristics of public organizations are;
Public accountability
Goal is to serve its citizens
Protect rights of citizens and being responsible to its citizens
Do not run for profit making business
Promoting inclusiveness
Governing structure and transparency
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5. Culture and organization culture
Culture: a system and process of shared assumptions, values, and beliefs, which governs human and organization behaviour.
Organization culture: Common values, symbols, beliefs, and behaviors in an organization.
The common and shared values influence people’s acts and behaviour in society or in organization.
“Culture comes down to a common way of thinking, which drives common way of acting”
Goffee and Jones, 1998
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6. Characteristics of organizational culture
Shared value
Innovativeness
Impartiality
Result oriented
Stability
Team orientated
Competitiveness and cooperation
Respecting citizens/customers
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7. Issues related to organization culture
Hofstede talks of multiple issues related to cultural dimensions in organization
Power relation [power-distance]
Uncertainty avoidance
Individualism vs collectivism
Masculinity vs femininity
Long-term orientation.
Hofstede, 2003, 2010 [Culture’s consequences, Cultures and organizations
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8. Some questions
Why do you think work place/organization culture is important for integrity building?
How do you see the workplace culture in your organization?
What factors have been affecting your workplace/organization culture [both positive and negative]?
What things do you think can help promoting better workplace/organization culture?
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9. Myths in organization ethics & culture!
Personal values are not expressed within the organization
People with high moral values always act with high integrity regardless of organization environment
Introducing a strong “code of conduct” or written policies on integrity building eliminates the unethical behaviour of people
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10. How does human behaviour shape?
Internal thinking
External environment
Social and cultural frame that we grow in
Social and cultural environment influence our experiences and thinking pattern
Personal goals and objectives [what you value most]
Needs [basic and luxury]
Complex relation between multiple processes that affect human behaviour
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11. How does your decisions shape?
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12. Ethical Landscape
Source: Carol W. Lewis
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13. Integrity problem When does integrity problem arises?
Have we implemented our promises or policies we have made?
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14. Cont…
Integrity problems in organization arises where there is discrepancy between;
The contract and actual execution [what we promise to do and what we do in real life]
Policy and implementation
Entitlement and access
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15. The roots of integrity
In a case, Nurturing a high-integrity culture, Jean Francois Manzoni writes:
Organization, that employ lasting success in terms of both performance and integrity, have developed a strong and positive organizational culture that nurtures its employees.
Changing organization culture requires modifying the common way of thinking
The first step for quest for integrity is basic compliance dimension. While this is necessary condition but not sufficient.
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16. Cont.…
High integrity entails more than respecting rules and regulations; it implies “doing the right things” for the organization
Building trust and trustworthiness
Eg: why should I pay tax?
How does my government make the best use of money I paid?
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17. Cont. “Breakdowns” of Integrity
Fear
Need?/Greed
How do these two things shape employee’s behaviour in organization?
How does it paralyzes organization’s culture?
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18. Work place integrity in question!!!
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21. स्रोत: महालेखा परीक्षकको प्रतिवेदन २०७३
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22. Crushing stones
Gavin-ware wall
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23. Extracting stones
Crushing stones
Road
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27. Public sector characteristics: do they apply to our institutions?3 5
Loyalty
Exit
Voice 2 1 4
Organize 6
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Source: Albert O. Hirshman

28. Perceived integrity survey results
People with high integrity
15-20%
People with moderate integrity
60-70%
People with low integrity
Source: survey result from earlier training
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29. Workplace Integrity Practice (Achieving Good Practice)
Workplace Integrity Core Areas:
Ethical leadership
Active management and supervision
The right people
Effective processes
Confident professional reporting
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30. 1. Ethical Leadership Lead by example Set clear expectations
Applying values and human rights
Organisational values
Human rights
Make confident decisions
Communicate with staff
Value staff
Develop your skills
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31. 2. Active Management and Supervision
Use available management tools
Know your staff
Examine performance
Examine complaints
Identify potential issues
Foster continuous learning
Be available
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32. 3. The Right People Promote the code of conduct Adopt values
Embed shared responsibility
Share community expectations
Educate staff about ethical responsibilities
Encourage continuous learning
Practice ethical decision making
Identify role model
Learn from mistakes
Act to prevent
Acknowledge staff
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33. 4. Effective Processes Consult with staff Conduct risk assessments
Monitor trends
Reinforce policies
Monitor compliance
Conduct audits
Engage support
Manage exiting staff
Include ethics and integrity
Use scenarios
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34. 5. Confident Professional Reporting
Share responsibility
Encourage professional reporting
Enable reporting
Know your responsibilities
Create a safe reporting culture
Monitor health and wellbeing
Support staff
Seek feedback
Review complaints handling
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35. Things we need! For integrity; Commitment
Clear set of values and standards
Communication of values and standards
Continuous and consistent actions
Moreover,
Assess your ethical position
Acknowledge that “it starts with me!”
Build ethical thinking into daily activities
Establish a legend; let it be disseminated
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36. Learning points
Integrity in complex relationship of social, political, cultural and organization rules and regulations
Roots of integrity building is the culture; both organizational culture and socio-political culture
Two major driving factors for breakdowns of integrity are; fear and greed
Actions of an individual are basically shaped by three things; one’s goal or objective, organization culture and socio-cultural environment
Integrity building needs compliance dimensions and something more
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37. Thank You
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