In our fast paced work culture in a globalized economy, quality and productivity are two of the focuses of every business unit to remain competitive. Though this is not bad, an equally important ingredient is seemingly taking the back seat.Knowledge and Skill are given emphasis by management when evaluating its human resources. With the belief that these directly contributes to the bottomline figure, employee attitude, character and habits became secondary in importance.At times, leaders are in dilemma to choose between a technically competent person with character problem and a trustworthy candidate but still lacking in skill. When the demand to fill the office is immediate, can a business unit afford to wait? Which choice is more expensive? The investment cost to train a trustworthy person or the losses that may result from character flaw? We know that the lack of skills and knowledge can be addressed by mentoring, coaching and training program. But is there an organizational intervention that can address character problem?Attitude and character are part and parcel of “integrity”. But what is integrity? Should it be a factor in a person’s effectiveness and development? Should it matter in an organization?

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