So, the following are examples of integrity as it plays out—or should play out—every single day in the workplace. You may be surprised to learn that integrity is demonstrated in large ways and in small daily activities and practices.
1. The CEO of the company kept the employees up-to-date on the struggles the business was experiencing with clear and frequent communication at team meetings. Employees felt as if they knew exactly what was happening. They were not blindsided by the CEO’s request that they all take a 10 percent pay cut so that the company could avoid layoffs or furloughs for the time being. The employees also felt confident in the turnaround plan they were following as they had helped develop it and they trusted their CEO .


2 John was a developer who had taken a path, that was not working out, to optimize the process the code was supposed to create. Rather than patching together a solution that was not optimum, but that would allow him to save his work, he went to his team . He explained the dead ends he had run into and that he thought that they could create problems for the continual development of advanced features for the software product in the future.
The team discussed and worked through the problem. John scrapped all of his code and started from scratch with the team’s input. His new solution gave the team the ability to expand the product’s capabilities easily in the future.



3. Barbara went to the women’s restroom and used up the last bit of toilet paper in her stall. Rather than leave the dispenser empty for the next employee, she tracked down the location of the toilet paper and replaced the empty roll. Sure, it took her five minutes, but she didn’t leave the next employee in a bind.



4. Ellen missed a deadline for an important deliverable her team was supposed to have developed. Rather than throwing her team members under the bus, even though they hadn’t delivered as promised, she took responsibility for the missed deadline. She addressed the problems with her team and they put in place safeguards that would keep them from underperforming again.
Team members recognized their contribution to the failure but there were no repercussions because Ellen took responsibility as the team leader. (They also recognized that a repeat failure was not allowed.)




5. Two team members were discussing another team member’s failure to perform. They talked critically about the individual’s lack of skill and imagination. They criticized his follow-through efforts and his production. Paul entered the room in the midst of the gossip and discussion , listened for a minute, and then, interrupted. He asked the two team members if they had discussed their issues with the employee who they were criticizing?





6. Mary, the HR manager, was approached by an employee who wanted to formally complain that her boss, a senior manager, was bullying her . Mary immediately investigated the situation and discovered that indeed, the manager was acting in ways that could be considered bullying.
Other employees had experienced the same behavior. Several employees had brought to his attention about how his actions made them feel (Brave souls.) Mary asked the complaining employee how she wanted the situation handled. The employee asked Mary to mediate a conversation because she was afraid to talk to him on her own.
Mary set up a meeting and was able to facilitate the conversation . She also warned the manager that he could not retaliate against the employee. It would be a positive outcome to say that the manager stopped the behavior. But, unfortunately, he did not. This required the next step in followup.
Mary finally went to his boss, a Senior VP, who intervened—powerfully and immediately. Then, the person's behavior changed. This story is an example of employees doing the right things,
having professional courage, and demonstrating personal and professional integrity at each step of the journey.



7. A customer asked Mark, a customer service rep, whether a software product would perform certain functions that she needed. These capabilities were the deciding factors in whether she would purchase the product. Mark thought that the software would perform the needed tasks and told her so.
However, he also indicated that he was not positive and that he would talk with the other reps and the developers and get back to her that day with an answer. After talking with the others, he discovered that one capability was missing. He called the customer who decided to purchase the product anyway as she had been unable to find one that did a better job.




8. Marsha was responsible for producing a report once a week that was used on Friday by two other departments to plan their workflow for the next week. Knowing that she planned to take advantage of her vacation time in the near future, Marsha ensured that the report would be produced as needed in her absence.
She completely prepared another employee to create the report. Additionally, she wrote out the appropriate procedures so that the coworker had a guide in her absence. She supervised the trainee for two weeks so that her replacement had a chance to do the actual task. Finally, she touched base with the other two departments to let them know that a rather inexperienced person would be creating their report in case the coworker needed help.

Here are 16 examples of employees failing to practice fundamental workplace ethics.
This list provides examples of ways in which employees fail to practice workplace ethics. It is not comprehensive as hundreds of additional examples are encountered by employees in workplaces daily. You are using the company restroom and use up the last roll of toilet paper, or the last piece of paper towel. Without thought for the needs of the next employee, you go back to work rather than addressing the issue. 1.





You call in sick to your supervisor because it’s a beautiful day and you decide to go to the beach, or shopping. 2.







You engage in an affair with a coworker while married because no one at work will ever know, you think you’re in love, you think you can get away with it, your personal matters are your own business, the affair will not impact other employees or the workplace. 3.









You place your dirty cup in the lunchroom sink. With a guilty glance around the room, you find no one watching and quickly leave the lunchroom. 4






.
Your company sponsors events, activities, or lunches and you sign up to attend and fail to show. Conversely, you fail to sign up and show up anyway. You make the behavior worse when you say that you took the appropriate action so someone else must have screwed up.



5.
You tell potential customers that you are the
vice president in charge of something. When they seek out the company VP at a trade show, you tell your boss that the customers must have made a mistake. 6.





You work in a restaurant in which wait staff tips are shared equally, and you withhold a portion of your tips from the common pot before the tips are divided. 7.






You have sex with a reporting staff member and then provide special treatment to your flame. 8.





You take office supplies from work to use at home because you justify, you often engage in company work at home, or you worked extra hours this week, and so on. 9.





You spend several hours a day using your work computer to shop, check out sports scores, pay bills, do online banking, and surf the news headlines for the latest ce





lebrity news and political opinions. 0.






You use up the last paper in the communal printer, and you fail to replace paper leaving the task to the next employee who uses the printer




. 1.




You hoard supplies in your desk drawer, so you won’t run out while other employees go without supplies they need to do their work. 2.





You overhear a piece of juicy gossip about another employee and then repeat it to other coworkers. Whether the gossip is true or false is not the issue. 3.




You tell a customer or potential customer that your product will perform a particular action when you don’t know if it will, and you didn’t check with an employee who does. 4.




You allow a part that you know does not meet quality standards leave your workstation and hope your supervisor or the quality inspector won’t notice. 5.




You claim credit for the work of another employee, or you fail to give public credit to a co-worker's contribution, when you share results, make a presentation, turn in a report or in any other way appear to be the sole owner of a work product or results.

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