Mind-Body Medical University U.S.A
Mediagnosis College of Alternative Medicines. Israel U.S.A
Integrity as Predicting Individual Behaviors in Processes of Change
Tuli (Atalia) Or
PhD&MBMD
Mind-Body Medicine& Holistic Psychology
Ugust 11
1
Research topic: Integrity as Predicting Individual Behaviors in Processes of
Change
This study will include five chapters:
1. Purpose
2. Research Question
3. The research methodology.
4. The research findings.
5. Summary, conclusion, research contribution, research limitations.
1. Purpose
The concept of integrity is perceived in the organization as an extremely abstract
concept but everyone is able to identify its absence or existence. The impact of the
managers' integrity on employee motivation is manifested in the feelings of trust,
respect and appreciation towards him. It is difficult to define what integrity in an
organization is. There are many studies on developing integrity amongst managers,
but this researcher has not found work on identifying and mapping integrity in an
individual, organization or a practical model enabling examination and identification
of the phenomenon and its impact on the individual or organization.
The study presents a holistic model that describes integrity as able to predict
individual behaviors in an organization and in systems to which the individual is
linked in diverse relationships entailing influence.
The model facilitates predicting the individual's perception and behaviors, as well as
the impact of these behaviors on the organizational culture, and the impact of this
culture on the organizational results.
The research will present an integrative a holistic model that explains the
phenomenon of integrity and its ramifications for the organization including levels of
execution and results that affect the organizational activity, such as decision-making,
application, and achievements.
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The model is intended to define integrity from an organizational perspective, as a
complete, closed but dynamic system that can be divided into secondary systems,
each of which can be defined as a complete formation in which integrity might exist.
Similarly, it will explore the links between the closed system and secondary systems,
and among secondary systems.
The model is intended to make it possible to map and predict the organizational
behavior and the derived results. By results, it is meant that the model is intended to
enable clear identification of the relevant and missing secondary system for
developing organizational growth. The model further is intended to enable bidimensional examination as follows:
1.
Examination of individual integrity as a developmental sequence
2.
Examination of individual integrity as a complex network (web structure)
The brief description of the model (Appendix chart 1) presented below is based on
the organizational perspective of the researcher, with one dimension pertaining to
individual integrity as a developmental sequence with seven stages that define it as
growing and expanding dynamically, on the basis of transformative processes that
motivate it to change, in order to maintain the balance needed for its survival. These
include:
1.
Integrity focused on the individual as the "primary organization"
2.
Integrity that combines consideration of immediate family
3.
Integrity that combines consideration of immediate family and the community to
which he belongs
4.
Integrity that combines consideration of the individual's family, the community
and the organization in which or with which he works
5.
Integrity that combines consideration of the individual's family, the community
and the organization in which or with which he works and to the nation/ state
6.
Integrity that combines consideration of the individual's family, the community
and the organization in which or with which he works, the nation and other
countries
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7. Integrity that combines consideration of the individual's family, the
community and the organization in which or with which he works, the nation,
other countries and the universe
The second dimension envisioned by this researcher pertains to personal and
organizational integrity as a complex network (Appendix chart 2) (web structure)
lacking hierarchy, in which personal integrity can exist on the basis of interest
(concern and conscious or unconscious need) without a hierarchy, while surviving as
a modular structure, examples of which are:
1.
Integrity focused on myself as the manager.
2.
Integrity focused on myself as the manager and in the organization (the stage of
family is lacking)
3.
Integrity focused on myself as the manager and in the community (the stage of
family is lacking)
4.
Integrity focused on myself as the manager in the nation (the stage of the
organization, or the community or the family is lacking or all of them are
lacking)
5.
Integrity focused on myself as the manager and on the universe (all the other
factors are lacking)
Key Terms:
Integrity, change, individual and organization, development, management
2. The Literature Review
The model will be studied using theoretical literature that will strengthen the
assumptions regarding the proposed model, while presenting case studies and possibly
field interviews.
Relevance and originality of topic to improvement in key management area:
The entire concept developed on the background of my many years of professional
experience and observation of organizational processes based on human relationships
and behaviors (individuals and groups). This experience led to questions connected to
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integrity and affected commitment, credibility, responsibility and accountability –
essential behaviors for the existence of a healthy organization.
Insights were generated by the apparent absence of a model available to help
consultants and managers to understand the subject of integrity at the most practical
level, while offering a solution to the many dilemmas existing in our chaotic world.
3. Research Questions
The main research question: Can integrity be defined as a system with components
that can be dissembled?
Secondary questions:
1.
Does personal integrity develop or is it fixed?
2.
Is integrity an open or a closed system?
3.
Does integrity develop in consistent stages?
4.
Is integrity the product of education or a natural development?
5.
Can the organizational /or personal culture be identified and mapped using the
integrity model?
6.
Can managerial integrity and its impact on the organizational culture be
identified?
Management Context:
The study will concentrate on the context of managers and their influence on
changing the organizational culture (focusing on the personal and the organizational
context).
The management context will be the three branches of the Israel National Institute of
Insurance. The study will include the various managerial levels of the office, where I
will study the integrity of the managers. The branches have two chief managers
(female and male), 16 senior managers, 30 mid-level managers and 170 employees.
The branches are two of the 23 local branches scattered around Israel, and report to
the headquarters, where all functions that exist in each branch are represented. The
headquarter responsibilities are the general policy, including the service policy, the
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personnel policy, and reward policy (e.g. monthly bonuses, based on personal
performance), and monthly publishing of the performance measures of each of the
organization departments and branches.
The study will focus on the influence of the chief manager's integrity on the senior
managers, and their integrity on the mid-managers. We will explore the dynamic
relationships between the changes that each of the managers was exposed to, and their
influences on the integrity in the individual, group and branch levels. We will also
study the influence of the integrity levels on the branch performance results, and the
influence of those results on the organization as a whole, in the context of the point of
time in the organizational life cycle and an organizational culture.
Integrity:
The Oxford English dictionary (Oxford University Press 1995, 2002) defines integrity
as:
1.
The quality of having strong moral principles
2.
The state of being whole
3.
The condition of being unified or sound in construction
The accepted organizational aspect(s) for the National Institute of Insurance, against
which the integrity of the organization could possibly be measured, may perhaps then
be generalized or modified as a model to apply to other industries.
4. The Research Method
The thesis falls into the category of grounded theory research. It aims to present an
integrative model that offers answers to questions and dilemmas to which there are no
satisfactory answers, or explanations in the existing theories that focus on
organizations. In grounded theory, the data emerges from the research to build the
theoretical model for managing change.
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4.1 Research Activities (validation)
The validation of the emergent management model will be through questionnaires,
interviews and examination of the literature review on studies on the subject of
integrity and of theories from diverse disciplines, beginning in the fields of
philosophy, psychology, sociology, management sciences, anthropology and ecology.
The research conclusions will focus on presenting the model as facilitating and
predicting individual/managerial behaviors in the organization, and the impact of
these behaviors on organizational motivation. It will also afford a means of
diagnosing and developing diverse awareness of the level of integrity and directions
of change that can be generated amongst managers in the organization.
The model can also provide a coaching tool that trains managers for efficient and
integrative functioning in the organization and in general.
5. The Research Contribution
This study focuses on developing a different approach to the concept of integrity as it
appears in the professional literature. The professional literature makes many
references to the need for integrity and for developing awareness among managers of
the importance of this attribute in the organization. A significant part of it focuses on
'Where we want to be', expressed in the organization's vision, describing its ethics and
extent. There is not much work on obstruction and its sources that prevent the
organization and managers from developing integrity. Integrity is perceived as an
abstract concept.
The different direction of this work can make an important contribution to those who
work as consultants in organizational development as well as to those who work as
consultants to managers and managements.
5.1
The research limitations stem from the study describing integrity as a
dynamic process based on a theoretical model for which all the tools have not
yet been developed which can validate it in diverse organizations and
cultures. Similarly, the model is based on the researcher's personal perception
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and experience using qualitative research, and has not been tested in foreign
organizations.
An array of tools can be developed in the future that will enable validating the model
and intensifying the research into issues that arise during the work, such as whether
integrity is based on a spiral growth axis, or, for example, as a network based on one
or several axes. Similarly, the predictive ability of regressive facets on the axis can be
explored. These topics have not yet been studied but can provide a basis for further
research.
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Appendix:
Integrity - Developing structure (chart 1)
Integrity - Web Structure (chart
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2)
Map of a multi-stage system of integrity
Integrity
stage
Stage
Function
Physical
integration
Physical and
mental
integration
Family/couples
Focus on survival
3
Community
(faith/religion)
Focus on system
that meets
emotional, mental,
spiritual needs and
social security
4
Organization
Focus on system
that meets
economic, social
and achievementoriented needs
5
State/nation
6
World/
universality
Focus on the
system that meets
emotional, mental,
social, economic
needs and national
security
Focus on a system
that meets
1
2
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Survival; focus on
self
Focus on system
that meets
emotional,
existential, social
needs
Values
Relevance and
responsibility
Responsibility,
concern and
commitment to self
Responsibility,
concern and
commitment to self
and descendents, trust
and respect of
descendents
Responsibility,
concern and
commitment, trust and
respect for the other,
values of
religion/community
Responsibility,
concern and
commitment, trust and
respect for members
of the organization,
organizational values
Responsibility,
concern and
commitment, trust and
respect for others, civil
values
On the basis of
basic survival
needs
On the basis of
blood relations
Responsibility,
concern and
On the basis of
a common
On the basis of
a common
social interest
On an
economic basis
On the basis of
a common
belief for a
shared nation
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15
Universe
economic, security,
ecological needs
(globalized
ecology, economy,
culture, society)
Focus on a system
that meets spiritual
needs
commitment, trust and
respect of differences,
national values,
religions
defined interest
Responsibility,
concern and
commitment, trust and
respect of differences,
values, languages
On a human
basis