The Integrity Indicator aims to estimate the probabilities of individuals to behave according to certain standards in relation to attributes such as honesty, ethics, trust and / or morals.
The test assesses levels of thinking and decision making in relation to moral dilemmas, divided into three levels:
This measure refers to the propensity of the company employee to act according to certain standards related to attributes such as honesty, ethics and trust, allowing to investigate at which level, mentioned above, the candidate is more likely to be guided in taking of decisions in the face of moral dilemmas.
Thus, the company can then analyze whether the candidate is aligned with the organization's culture.
The result
The result is presented in a score from 0 to 100, and each type of integrity fits into a score, as shown in the table below:
|
Score |
40,00 to 59,99 |
60,00 to 79,99 |
80,00 to 100,00 |
|
Pattern |
Reciprocity |
Social Agreements |
Inner values |
|
Description |
Preference for rationalizing the choices made in situations of ethical / moral judgment for punishment and / or reward |
Preference for rationalizing the choices made in situations of ethical / moral judgment by what you observe in your peers, preferring to follow the majority |
Preference for rationalizing the choices made in situations of ethical / moral judgment by principles and values in which you believe |
|
Guidance for productive behaviors at work |
Person is clear about the consequences of their choices, whether they are correct or incorrect. The coherence between the individual's action and the consequence for him is something very observed with people in this pattern |
Person is clear about what is socially desired or unwanted in their work environment, especially among their peers. The coherence between the treatment given to different people is something very observed by alguém com este padrão |
Person need to be clear about the company's principles and values, especially in relation to ethical and moral issues. The coherence between the values and the institutional actions is something very observed with people with this pattern |
|
Potential |
Can react well to direct incentives that reward performance |
Can be motivated by feeling aligned in a cohesive group. |
Can achieve high engagement when identified in terms of principles and values |
|
Trap |
You can make counterproductive decisions when you identify a “good reward” for a “low risk” |
It can make and amplify counterproductive decisions that represent “majority practices”, “everyone does” |
Can make decisions and form very strict judgments, sometimes proposing disproportionate consequences to the actions of others that you interpret as wrong |
The structure
The assessment consists of 20 dilemmas with 4 alternative answers, in which the participant must choose the alternative that is most appropriate to their way of thinking and acting in situations such as those presented in each dilemma.
Important to know
- The assessment is not intended to predict whether the person will do something right or wrong.
- All people assume the three patterns of rationalization in different situations.
- The assessment seeks to identify the predominant pattern for the person, according to the answers given by him/her to the questions asked.
- People with different standards can be more or less successful in different work situations.
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