As a general concept, honesty is a moral quality, which consists of the fact that a person does not deceive others and oneself, does not hide one’s motives, and does not break promises. I believe that it is important for an honest person that one’s actions are legal comply with generally accepted rules, and do not violate other people’s rights. A manager can set a good example and encourage open and honest interaction within the team and in relation to clients. An honest attitude requires high levels of trust (Ridge, 2015). The key is creating a trustworthy work environment where each person feels recognized and respected, and honesty is valued rather than being defended or even punished.
Suppose a leader sets an example of hypocritical behavior, and employees see that the manager accepts this type of behavior. In that case, they will behave similarly when entering such an environment. The next time the leader asks for the ‘correct’ documents to be provided to the reviewers, the employee will believe that the reports must be ‘dressed up’ to comply with the requirements fully (Ridge, 2015). On the one hand, there is a specific atmosphere of understanding and even support in the team that such a leader has formed. On the other hand, the situation may get out of control, and the manager will receive a similar attitude in his/her direction.
The leader seeks to show the total effectiveness of the department, so they introduce ‘permitted’ imitation. It can lead to the fact that when signing the annual effectivity evaluation, the manager may sign an appraisal that was accidentally not signed by the employee. First, it will affect the actual productivity of employees; secondly, it opposes legitimate activities and can lead to severe consequences. In addition, if a manager is not interested in how an employee achieved specific results, it means they do not care how honestly the employee did it (Ridge, 2015). However, to create a healthy atmosphere in the team, all employees must realize that honesty and ethics are essential principles of the company in which they work. Proper behavior needs to be shaped from the beginning, as it will be difficult to stop such practices in the future.
Reference
Ridge, R. A. (2015). Putting the I in integrity. Nursing Management, 46(4), 52–54.