TRU Integrity Policy: Fostering Ethical Behavior & Integrity

This essay discusses the importance of adhering to Thompson Rivers University's (TRU) Academic Integrity Policy in fostering personal and professional integrity. It highlights how the policy promotes honesty, originality, and ethical conduct. The essay also explores the causes of unethical behavior in the workplace, such as lack of clear rules, fear of reprisal, and pressure from management. It emphasizes how compliance with the TRU policy can help individuals act with integrity in the workplace, formulate ethical policies, and encourage ethical behavior among colleagues. The paper concludes by referencing various scholarly articles which provide more information on the topics discussed.

Running Head: ETHICAL BEHAVIOR
Organizational Ethical Behaviors and Integrity
By (Student’s Name)
Tutor/Professor
University Affiliation
Date

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Thompson River University (TRU) academic integrity policy is a body of rules and
regulations that define the various academic malpractices that are forbidden in the university, and
the disciplinary actions that shall be taken against the students who commit any of the
malpractices. The policy also enumerates the members of the academic integrity committee and
the duties and responsibilities of the office of Student and Judicial Affairs.
Adhering to the TRU integrity policy will help me in improving my personal and
professional integrity by; enabling me to maintain honesty in all my dealings such as avoiding
falsification of reports or any information that can be used to make a decision (Kaptein 2011),
guide me in executing my responsibilities accurately and ethically without relying on any form
of unauthorized assistance, refraining from participating in any form of deceptive activities, or
lend any unauthorized support to my collogues.
Adhering to the policy will help me to maintain the originality of content and idea that I
may present for academic or professional purposes by avoiding plagiarism and fabrication
through acknowledging the original authors of the ideas, and avoiding being in possession of
materials that am unauthorized to access, (Knapp & VandeCreek, 2012). It will also form a good
background that will govern my conduct while relating to other people thus improving my social
life.
According to Cremer, Merry, & Schminke, (2012), there are various causes of unethical
behavior in the workplace which may either be propelled by the workers, seniors or the
organization structure. They include; lack of Cleary defined rules and regulations in the
workplace, thus giving the staff a loophole to engage in unethical dealings. Fear of reprisal and
other predicaments in cases where a staff reports unethical dealings by another staff, thus
resulting into harboring of unethical workers. Influence from unethical collogues who easily lure

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other workers into manipulating reports such as expense reports especially when the unethical
worker is in a senior position.
Lack of a good disciplinary process thus encouraging workers to continue engaging in
unethical behavior since they have no consequences to suffer in form of punishment. Managers
may also promote unethical behavior of the subordinates by giving too much pressure to the
employees through means such as unrealistic goals, too much workload, failing to act on
employees needs such as job security, restricting employees from joining trade unions and
professional bodies, among others, (Lu & Lin, 2014).
Compliance to the policies at TRU will give me a good ethical fabric that will help me to
act with integrity at the workplace by following organizational policies and regulations even
when others are offending them, desist from dealings which are not in the best interest of the
organization, report any unethical behavior in my team without fear of reprisal, and to always
maintain organizational work and quality standards, (Knapp & VandeCreek, 2012).
If given a managerial position, adherence to TRU academic integrity policy will enable
me to formulate policies such as whistleblower protection policy in the organization in order to
protect those who report unethical behavior. It will also enable me to encourage other workers to
work ethically by treating my subordinates with dignity and responding to their needs, assigning
duties without favoritism, and adopting fair disciplinary measures that will aim at punishing
unethical workers, (Lu & Lin, 2014).

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References
De Cremer, D., Mayer, D. M., & Schminke, M. (2010). Guest Editors’ Introduction: On
Understanding Ethical Behavior and Decision Making: A Behavioral Ethics
Approach. Business Ethics Quarterly, 20(1), 1-6.
Kaptein, M. (2011). Understanding unethical behavior by unraveling ethical culture. Human
relations, 64(6), 843-869.
Knapp, S. J., & VandeCreek, L. D. (2012). Practical ethics for psychologists: A positive
approach. American Psychological Association.
Lu, C. S., & Lin, C. C. (2014). The effects of ethical leadership and ethical climate on employee
ethical behavior in the international port context. Journal of Business Ethics, 124(2), 209-
223.