Trust and transparency form the building blocks of an organization’s ethical culture. At the core of this culture lies a unique talent acquisition approach that assists an organization in identifying the individuals having the ability to speak up when various ethical challenges emerge. Based on the findings of behavioral science, the team of World of Talent Management provides the lowdown on some individual traits that every screening committee can consider while predicting ethical behavior in the workplace.
At first, a committee should identify the employees who can monitor if any unethical activity takes pace. Consider the following two traits here:
- Meticulousness: People with this trait are found to be reflective, careful, and most importantly, reliable. Studies have revealed that meticulousness is positively related to a greater degree of moral reasoning. Therefore, people with this trait show less unethical, antisocial or criminal behavior.
- Moral alertness: This defines the extent to which a professional is aware of different ethics-related issues. If a person is morally alert, he/she will be able to notice various ethical issues, whereas other may not notice.
Your employees’ awareness of various ethical challenges contributes to building an ethical culture. However, they should consider them on a serious note. Here come two orientations that should be taken care of:
- Orientation towards duty: Individuals having a strong duty sense are found to be mission-oriented and loyal. They are also motivated to work on the issues they consider as a problem. Studies show that a higher sense of orientation towards duty inspires employees to voice their concerns more rapidly.
- Orientation towards customers: Employees who can prioritize their customers’ requirements are very much likely to adopt more ethical attitudes while doing their job. Customer-oriented employees are found to be more ethical as they take care of others’ requirements as much as their own and have only a few conflicts of interests in their relationships with customers. Consequently, they tend to identify and show interest in addressing the challenges that disrupt various ethical expectations and rules.
Last but not the least, apart from identifying various ethical issues and feeling the need to address them, employees should also act. And this is where two personality traits come into play.
- Proactivity: Individuals with a proactive personality do not feel much constrained by different situational forces. As is evident by various studies, employees having a proactive trait involve more quickly and often in various whistle-blowing acts. So, if your organization is trying to build an ethical culture, employees having a proactive personality will help in identifying any initial ethic-related failures or threats to your organization’s integrity.
- Assertiveness: When it comes to building an ethical culture, assertive individuals are helpful as well. The pressure to conform is likely to be high in any group. However, assertive individuals are the ones who are able to stand up to all the pressures of conformity even after knowing the fact that their act may put them at risk.
If organizations start screening job applicants based on the above-mentioned traits, they will be better able to push an ethical culture. No doubt, nobody acts in isolation. However, recruiting more ethical employees is a good way to build the type of organization that always prioritizes values.