Organizational Integrity – Top Down Approach

In the recent corporate history, there are several cases of large-scale corporate meltdowns that in one way or another hurt its employees, shareholders or in many cases both. Most of these scandals such as Enron, the largest bankruptcy scandal in American history, ended up in financial loss and subsequent legal actions. However, regardless of the legal or financial impact, the common denominator of such organizations is the lack of ethical leadership by the senior executives.

While the above example is a showcase of the crumbling effects of unethical leadership, there can be numerous other scenarios where organizational integrity is at stake even if there may not be any large scale financial or legal repercussions. It is typically generalized that the organizational culture, which is ethically responsible, is shaped or defined by the personality traits reflected by the employees and workforce recruited into the organizations. As a result, much of the efforts are directed towards finding specific personality types and the same behavior is seldom reflected pre-existing internally within the vertical hierarchy.

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