One challenge that chief executive officers face is that of promoting honesty as an aspect of corporate governance. It is widely appreciated that proper corporate governance is only possible in an environment where honesty is embraced. Yet is also widely appreciated that, by default, human beings are not usually very honesty. By default, human beings tend to be dishonest: thanks largely to our inbuilt survival instincts, which promote selfishness – in turn often leading to dishonesty. Thus, if honesty is to be embraced as an aspect of corporate governance, a deliberate effort has to be made to cultivate and promote it. This leads us to the question on how that can be done: that is, how exactly honesty, as an aspect of corporate governance, can be promoted. And in today’s blog post, we are going to be looking at two effective strategies that can be used, to promote honesty as an aspect of corporate governance.
The first effective strategy that can be used to promote honesty as an aspect of corporate governance is the one that revolves around proper orientation and training of new staff members. The objective here would be to show the prospective members of the organization that honesty is a greatly valuable attribute in the organization, and that they will have to embrace honesty for them to thrive in the organization. This expectation can even be communicated to the prospective members of staff before they join the organization. Let’s assume, for instance, that a given prospective employee has been communicating with HR through his or her SBCglobal email account. The SBCglobal email we are making reference to here is, by the way, the one that is associated with Att.net email. It is the one that is described and reviewed at considerable length at the Emailaccountsonline website. So, if the prospective employee has been communicating through SBCglobal email, it should be possible for the HR people to send a prospectus (using the same email account): this being a prospectus containing the organization’s policies. It is through such a prospectus that the premium placed on honesty would be emphasized: so that the prospective employee has a clear picture of what is expected of him or her well before they step into the organization.
The second effective strategy that can be used to promote honesty as an aspect of corporate governance is the one that revolves around the establishment of proper rewards and punishment mechanisms. The nature of human beings is such that they will only embrace something if it is rewarding. Conversely, the nature of human beings is also such that they will only desist from something if they know that they are likely to suffer punishment for it. Thus, an organization needs to have an incentive-based system through which honesty is rewarded and dishonesty is punished. Only then will it tend to make good progress towards having honesty embraced as an aspect of corporate governance.