Question 6: Organizational Integrity and Implementing an Effective
These works contributed
significantly to the development of the Organizational Integrity approach.
Arranged by importance to the topic rather than alphabetically or chronologically,
they-and other works-may be secured through this site in association with
organization is essentially communication:
Integrity and the Learning Organization: In our view, the principal
characteristic of organizational integrity is the organization's capacity
to meet the needs of its involved and affected stakeholder. In a dynamic
environment, organizational integrity must necessarily be dynamic. Its
essential skill-set, then, is the ability to learn.
with culture: Congruence as a condition for an effective ethics program
is a finding of the Ethics Integration Research Group of the Ethics Resource
Fellows Program. The research has not yet been released.
recent study and experience:
Linda K., et al. "Managing Ethics and Legal Compliance: What Works
and What Hurts." California Management Review 41 (1999):
Open Systems Model:
This is the classic organizational performance model of Nadler and
- Nadler, David A.,
and Michael L. Tushman. Competing By Design: The Power of Organizational
Architecture. San Francisco: Jossey-Bass, 1997.
- Nadler, David A.,
et al. Organizational Architecture: Designs for Changing Organizations.
San Francisco: Jossey-Bass, 1992.
Because of its fundamental nature, implementation of an ethics program
is essentially a change initiative. It is in many ways even more demanding
than most organizational initiatives because organizational integrity
requires taking into account the vision, values, and notions of excellence
of all those involved and affected.
- Carver, John, and
Miriam Mayhew Carver. Reinventing Your Board: A Step-by-Step Guide
to Implementing Policy Governance. San Francisco: Jossey-Bass, 1997.
- Carver, John. Boards
That Make a Difference: A New Design for Leadership in Nonprofit and
Public Organizations. San Francisco: Jossey-bass, 1997.
Align Ethics and
- Carrison, Dan,
and Rod Walsh. Semper
Fi: Business Leadership the Marine Corps Way. New York: AMACOM,
1999. (Regardless of purpose, the USMC serves as an outstanding model
for the organization trying to shape its organizational culture.)
- Kohn, Alfie. No
Contest: The Case Against Competition. Rev. ed. Boston: Houghton
- ________. Punished
by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise,
and Other Bribes. Boston: Houghton Mifflin, 1993. (Argues for intrinsic
value and against manipulative rewards.)
- ________. The
Brighter Side of Human Nature: Altruism Empathy in Everyday Life.
New York: Basic Books, 1992.
- ________. Beyond
Discipline: From Compliance to Community. Alexandria, VA: Assn.
for Supervision & Curriculum Development, 1996.
- Peters, Glen. Waltzing
with the Raptors: A Practical Roadmap to Protecting Your Company's Reputation.
New York: John Wiley & Sons, 1999. (How to respond appropriately
- Schwartz, Peter,
and Blair Gibb. When
Good Companies Do Bad Things: Responsibility and Risk in an Age of Globalization.
New York: John Wiley, 1999.