Integrity
Integrity
Integrity is a critical value for any manager who is leading a team to possess because it
can potentially inspire subordinates to achieve their best work. Gentry, Cullen, Sosik, Chun,
Leupold, and Tonidandel (2013) define integrity as behaving in a manner that is consistent with
the established rules of a company while ensuring that job expectations are met. Kaiser and
Hogan (2010) further asserted that integrity is a quality that specifically deals with a person’s
moral character. A manager needs to have integrity in his or her work because it is important to
acknowledge that subordinates watch how the leader operates in various situations and they
expect the manager to lead others by example. Employees who consistently observe their
manager operating with integrity are likely to conduct themselves in a way that is honorable in
their work.
A manager that possesses integrity can potentially elevate the morale of the team. For
example, a manager who sets a strong example to the team by consistently arriving at work on
time and not engaging in unproductive activities such as surfing the internet or taking lots of
unscheduled breaks can communicate the message of the high expectations of the team.
Furthermore, a manager who is honest in his or her interactions with the team can build a
reputation of trust. Trust is an essential element for a manager to have in order to run a cohesive
team. A manager that has integrity that regularly speaks positively about company policies can
create a team environment that encourages subordinates to do their best.
There are several possible issues that can occur when a manager does not demonstrate
integrity. First of all, the morale of a team is destroyed when subordinates observe their
managers saying one thing and doing the exact opposite. For instance, a manager who
consistently lies about how he or she spends her time on projects sends the message to the team
that it is acceptable to be deceptive. Furthermore, a manager who does not show respect to
executive leadership by consistently complaining about company policies to his or her
subordinates sets a tone with the team that authority is not important. On a larger scale, the
lack of integrity of a manager could potentially spread throughout an organization that can create
an environment of dishonesty and overall lack of production.
References
Gentry, W. A., Cullen, K. L., Sosik, J. J., Chun, J. U., Leupold, C. R., & Tonidandel, S. (2013).
Integrity's place among the character strengths of middle-level managers and top-level
executives. The Leadership Quarterly, 24(3), 395-404.
Kaiser, R. B., & Hogan, R. (2010). How to (and how not to) assess the integrity of managers.
Consulting Psychology Journal: Practice and Research, 62(4), 216-234.
