This paper represents a significant block of Integrity and Trust and thus attaining a strong organizational culture that affects business performance and help organizations and its leaders to understand the trends and issues related to it as well as come up with creative and valid strategies to enhance their organizational performance.
Trust underpins and influences the quality of every affiliation, connection, project and application with which we are engaged. Trust is the essential prerequisite on which all authentic business success depends. Contrary to what many people think, trust is a factual asset that can be devised. It can also be crippled. It takes time to repair trust and, in order to achieve this; organizations require envisioning and communicating differently. Higher trust offers higher savings in cost, time and quality, as well as improving relationships. In the business world trust is pertinent and critical as a mechanism for economic and political success because there is such a high scarcity for it. Organisational Change
During the progression of this paper we will analyze a few of the best practices adopted by some of the Best Workplaces. In particular we aspire to attain a deeper insight into what it is they carry out to achieve and cultivate such high levels of trust within their organizational structure and how successively may undertake as an incentive for their revival from the current recession. CoveyLink Worldwide speaks of the importance of trust because trust always affects the outcomes in terms of speed and cost. If there is a lack of trust, the speed on the transaction will go down and the cost will go up. In short, trust has a favorable impact on the economics of the relationship; trust pays a dividend in terms of speed and reduced cost.
Scholars of organizational behavior and human resource management have paid extensive attention to the subject of integrity. In addition leadership theorists and researchers have found that integrity is a central trait of effective business leaders. Integrity is the authentication of a person who displays strong moral and ethical principles at work. People who demonstrate integrity derive others to them because they are reliable and dependable. They are ethical and can be relied on to perform in reputable and righteous ways even when no one is observant. It is those traits of an individual that are frequently accommodating, compassionate, lucid, candid, and ethical. The trait of trust is closely paired with integrity. While the definition may seem ambiguous, we designate individuals with integrity as an individual that we can depend on to do consistently what is “just” and what is anticipated of them. They are reliable and predictable in dealing with others and with issues, and they are supporters of what is fair, just, and respectable.
In the Turknett Leadership Character Model, developed by psychologist Dr. Robert Turknett, integrity is the foundation of the model, and without integrity, no leader can be successful. The Turknett Leadership Group notes that individuals of integrity will not twist facts for personal advantage; they are willing to stand up for and defend what is right; they will be careful to keep promises; and they can be counted on to tell the truth. In their model, integrity is the foundation of leadership and it involves a careful balance between respect and responsibility.
At the corporate level, integrity associate to the culture, administration, and leadership principles. A culture of integrity has to commence at the top and be perceived in the conduct and activities of the executives. The leadership of the enterprise must develop an accord around mutual values. As Kouzes and Posner point out, the development of shared values improves the work environment and productivity:
• It strengthens personal effectiveness, corporate loyalty, and ethical behavior
• It fosters team work, corporate pride and consensus
Corporations that have these values surpass other firms by a wide margin in terms of earnings growth, job formation, stock price and profitability. As Quigley has pointed out, the culture of integrity may be far more important than the starting salary in one’s quest for personal and professional fulfillment. He notes that corporations with a culture of integrity:
• Offer support to employees through colleagues and processes in place; consultation with other is seen as a strength rather than a weakness, and
• Supports a work-life balance as it reduces job stress, balances one’s perspective, and contributes to job satisfaction.