Integrity is defined as “A sound, unimpaired, congruent condition.” The following survey is designed to measure the level of Integrity within an organization. A company that reflects a high degree of congruency between what is wanted or intended (goal) and what is obtained or achieved (outcome) is an organization in Integrity.

• The elimination of the gap between intention and results promotes more satisfied customers, clients, partners and colleagues; retains more engaged and competent employees; and influences the level of productivity and, ultimately, profitability.
• The linking of each individual function to the organizational mission and values thru observable behavior is a primary focus for creating accountable work environments that retain the best and talented.

In accordance with systems theory, every part or piece of a total system affects every other part or piece. Thus, each individual action affects everyone in the organization in very unique ways. The Organizational Integrity Survey and resulting OIQ is based on this theory and supports a basic assumption that individual behavior guides the organizational culture and ultimately affects the quantity and quality of the performance of the entire system.

This tool provides data that measure the OIQ in four distinct components necessary for Organizational Integrity. These are:

• Clarity – lucidity and directness in purpose, expectations, goals, directions, verbal and written communication.
• Connection - joining, linking, uniting people, ideas, concepts, spaces, “walking the talk”- congruence in word and deed.
• Compassion - consideration, respectful support; promoting dignity for self and others.
• Credibility - trustworthy, belief in, confidence, humility, authenticity

The ultimate goal is to determine the Integrity Quotient of an organization by obtaining data from organizational leaders/managers and employees to identify gaps in perception on a general level as well as within the four component groups.

Thus, as a Performance and Process assessment tool and a Learning Needs assessment tool, training and development opportunities are readily identified. The intent is to provide data that will lead to focused choices for determining the nature and scope of interventions.

Developed by Jalma Marcus, Olivia Parr-Rud and associates, with over 30years of experience in leadership, teaching, coaching, and mentoring, Data measurement, organizational and outcomes consulting , collaboratively partner with each client to 1) Align choice with action; 2) Lead Intentionally; 3) Sustain accountability without blame.

Copyright 2002, Jalma Marcus, C. Olivia Parr-Rud


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