...Introduction Whistleblowing refers to disclosure of suspected wrongdoing at work by a worker. All workers have the right and the capability to report inappropriate actions such as illegal transactions and operations or neglect of duties among others. The Sarbanes-Oxley due is a policy that sets the standards for the United States public company offices especially the boards, management and public accounting organizations. The paper describes a whistleblower and provides an example of a whistleblower case. The paper also analyzes the whistleblowers actions according to the Sarbanes-Oxley Act. As stated earlier a whistleblower is the individual that tells of an inappropriate action or operation in the organization. Whistleblowers have the following characteristics. Whistleblowers are never interested in changing their behavior or characteristics (Near& Miceli, 1995). Whistleblowers are normally having an educational background and have professional positions in the workplace. The whistleblower is intelligent as such can think through situations clearly and make concise decisions (Near& Miceli, 1985). They are pragmatic and will deal with situations in realistic ways rather than theoretical considerations. They are self-conscious hence not easily carried away by other people’s beliefs and attitudes. Whistleblowers are morally obligated to help others in the best possible manner. They have a high sense of morality (Near& Miceli, 1985). A former Zillow employee Chris Crocker...
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...Whistleblowing is a new label generated by awareness of ethical conflicts encountered at work. They sound an alarm in the organization that threatens public interest * Whistleblowing has high stakes * Moral conflicts on several levels whether to speak out about abuses or risks or serious neglect * Things to consider? - ARGUMENTS * Is speaking out in fact in the public interest * Does speaking out, outweigh the his responsibilities against his colleagues and institution he works for * If 1 and 2 are valid, what about the fear ot the results * Can be threatened to undergo psychiatric fitness test, declared unfit, fired etc, marked as crazy * Like all dissent, whistleblowing makes public a disagreement with an authority or a majority view. * Dissent, breach of loyalty and accusation. Is there ways to find alternatives in-order not to breach these things? * You could be harming something bigger by being a whistle blower * Most important question, whether the existing avenues for change within the organization have been explored * Whistleblowing should be last alternative because of its destructive side affects, only chose when all other things are considered and rejected. * Does it infringe personal or private matters that we have no right to invade. Animal Rights – 135-164 * 200 million animals were used for scientific purposes * in the name of improving the quality of human life * vivisection is to dissect...
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...Name of the Student Submitted to Name of University Date Course Abstract Generally, whistle blower is a person who tries to expose wrong doing inside an organization either to the public or to the authorized people. Whistle blowers disclose information regarding any misconduct at their work place which they think may be against public welfare or law. They speak out to expose corruption or to expose any kind of danger to the public or the environment. Whistle-blowing can be internal or external. The whistle blowers are often well educated people holding professional positions and are altruistically motivated. They allow themselves to be guided by their own attitudes and hold utilitarian beliefs. However, in case of being found out, the effects can be vastly debilitating for them including losing the job, isolation and personal life being put in jeopardy. The Dodd Frank law provides the whistle blowers protection from retaliation from the companies. If companies retaliate to whistle blowing the employees reporting wrong doing are protected by the Dodd Frank's anti retaliation statute and liable for double back pay (Miceli, et. al. 1984). Introduction Recently, a case of whistle blowing had come to light in September last year when Khaled Asadi filed a complaint that G.E. Energy (USA) violated the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010. He alleged that he had been...
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...Groupthink is the concept of having many people go along in agreement with a decision essentially because, either someone of authority has spoken and others are afraid to contradict their idea, or because in the silence of a discussion, each individual believes that others agree with the “apparent” consensus and don’t want to demolish the group cohesiveness . For example, have you ever thought about raising an issue or question in a group meeting, but then abstained because you didn’t want to destroy the consensus view the team had spent considerable time forming, or because you didn’t want to appear to be the only unsupportive member of the team? Conversely, have you ever been a manager who has had to force a team through change when clearly the team was hesitant and not expressing their true opinions? or have you ever been in a situation where you have a team school project and all of you just agree with a certain suggestion because you just want the meeting to be done as soon as possible? The answer to these questions is groupthink. Along with this, the only thing that can help managers combat the groupthink effects is staying aware of the number of key indicators, or symptoms that this mentality presents. The four main symptoms of groupthink are: illusion of invulnerability, self censorship, direct pressure and an illusion of unanimity. One of the most dangerous symptoms of groupthink is the illusion of invulnerability, in which the entire group believes to have...
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...Dissent homework Dissent means, as a noun, strong difference of opinion on a particular subject; disagreement, especially about an official suggestion or plan or a popular belief; or, as a verb, to disagree with other people about something (“Dissent” Cambridge Dictionaries Online). Its synonyms are disagree, differ, objection and protest, whereas its antonyms are assent, agree and accede. Civil disobedience is, according to John Rawls, “a public, non-violent and conscientious breach of law undertaken with the aim of bringing about a change in laws or government policies”, and “given its place at the boundary of fidelity to law, is said to fall between legal protest, on the one hand, and conscientious refusal, revolutionary action, militant protest and organised forcible resistance, on the other hand” (“Civil Disobedience”). For example, the Boston Tea Party is generally considered as an action of civil disobedience, as well as legal protests. Puritans were dissenters, because they were against the unnecessary ceremony, rituals and hierarchy in the Church of England. They believed these things are obstacles between God and humans. Antinomian means one who holds that under the gospel dispensation of grace the moral law is of no use or obligation because faith alone is necessary to salvation (“Antinomian” Merriam-Webster). They, who were “some Puritans in both England and Massachusetts Bay,” believed, under the covenant of grace, “an individual was virtually freed from the...
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...A People Suppressed The suppression of women has occurred since the beginning of the century. There have always been women who have expressed their feelings on the matter in many different forms. Two such women are Virginia Woolf and Louise Erdrich. They use their cultures and time periods to show the ways in which women are suppressed, as well as, a silver lining for women to become empowered. These authors express their views through their literature, especially in their most well-known works, Mrs. Dalloway (Woolf) and Love Medicine (Erdrich). The women in their novels are suppressed in multiple ways. The characters are emotionally, physically, and sexually, and within their marriages. In Woolf’s novel Mrs. Dalloway, the main character Clarissa Dalloway is a suppressed middle class wife, who enjoys throwing parties for guests. Clarissa is suppressed internally or emotionally by her time period and culture. She lives her life according what is and isn’t appropriate. Virginia Woolf wrote her novel with an emphasis on description, however in her writing she doesn’t go into much detail on certain incidents. Such incidents are those of intimate nature. Woolf writes these scenes with barely any description compared to the rest of the book. One such scene is that of Clarissa kissing another woman named Sally, when she was a young girl. The absence of depiction of detail on the matter shows the sexual suppression of women. “In her novels, sexual passion becomes masculine property...
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...The women show courage and intelligence even though they are culturally suppressed. Discuss. The Thing Around Your Neck by Chimamanda Ngozi Adichie highlights the often challenging lives of Nigerian women living in Africa, but also abroad in the United States. It is however, not the difficulties which Adichie is ultimately focusing on, but the courage and intelligence of women who are able to make ‘small victories’, overcoming various attempts of cultural oppression. Adichie’s characters are subject to cultural suppression in several of the short stories. This is most pronounced in ‘The Arrangers of Marriage’ where Chinaza is forced by her husband to assimilate to her new surroundings by ridding herself of all signs of being Nigerian, as ‘to get anywhere you have to be as mainstream as possible’. This included giving up her native dress, language and food in order to fit into American culture. Furthermore, Dave’s request that she change her name, is perhaps the most significant sacrifice, as she became Agatha Bell, while ironically, her neighbor, Nia, had taken on an African name. This essentially makes her disappear in much the same way as Akunna in ‘The Thing Around Your Neck’. Akunna is striped of her Nigerian family through winning the ‘Visa Lottery’ and is then forced from her ‘uncles’ home due to his inappropriate actions. This lands her at the ‘last stop of the Greyhound bus’ in Connecticut and working in a café. The patrons regularly mistake her for Jamaica, as she...
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...(Jennings, 2005). While the company’s stock rose, so did its debt, and company leadership began using insider information and trading millions of dollars in company stock. When the scandal and impending bankruptcy were revealed, the company’s stock decreased from $90 to less than $1, a devastating hit to the financial market and numerous investors and employees (Betz, 2002). While the public was shocked at the numerous unethical financial practices, several organizational behavior theories, when applied to Enron, explain how such unethical activity could be permitted to take place. Chima (2005) describes organizational behavior as the result of the decisions of those who have obtained decision-making power, with the decisions reflecting the decision makers’ assessment of what is economically and politically beneficial for themselves and the company. Enron’s executives allowed themselves to be motivated much more by what would benefit themselves than what would truly benefit the company. The political model of organizational behavior describes this focus on self-interest (Chima, 2005). Money, greed, arrogance, and hubris led company executives to lose focus on working for the good of the company and to act unethically (Gini, 2004). Impacts of Company Executives and Managers Company executives and managers directly impact the ethical direction of a company. When the executives and managers are ethical, employees are more likely to act ethically. Enron’s leadership may have been...
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...Annotated bibliography for essay (‘Bureaucratic organization expands in modern societies to perform many comples tasks efficiently. However, it also generates dysfunctions that lead to alienation and inefficiency’ (Rizer, 2010:80). Analyze this statement). Reference 1 Whitford, A.B., (2007). A Test of the Political Control of Bureaucracies under Asymmetric Information. Rationality & Society, [e-journal] 20(4), p.445-470. Available from: [Accessed 30 November 2015]. Summary : The main purpose of this article is to review the logic of the Banks-Weingast prediction about political control of the bureaucracy under asymmetric information, in other words the interaction between informational role of interest groups and institutions as politician seek to control the bureaucracy is investigated. The authors doesn’t claim to take a particular perspective. The author concludes the article by stating that the agenda-setting power of the bureaucrats themselves should be fully addressed. Evaluation: I think this journal targets professional readers. One of the weaknesses of this article is that it is very difficult to understand, especially for public readers. A lot of professional terms and concept have been use in this article. I find the text reliable because the author is a professor of public policy who has expertise in public policy and organization studies. Dr. Whitford, the author of this article is an elected Fellow of the National Academy of Public Administration and...
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...Learning organisation defined According to Senge (1990:3) learning organisations are “organisations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.” According to Garvin (1993:82) “a learning organization is an organization skilled at creating, acquiring and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.” Senge (1990:27) “characterizes learning organizations by the shared all-embracing by all company philosophy, the shared vision and related goals, continuous personal learning by all organizational...
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...------------------------------------------------- Corporate Culture Definition: A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time | | | | | | Whether written as a mission statement, spoken or merely understood, corporate culture describes and governs the ways a company's owners and employees think, feel and act. Your own business's culture may be based on beliefs spelled out in your mission statement. It could consist in part of a corporate symbol, like the rainbow-colored apple that symbolizes Apple Computer. Whatever shape it takes, your corporate culture plays a big role in determining how well your business will do. If you're not happy with your current culture, there are things you can do to start changing it now. Look for a symbol, story, ritual or other tool you could use to bring out the values and practices you want for your company. Your cultural tool might be a new corporate logo symbolizing your company's personality. Or you could choose a story to embody your approach and make it part of your culture. If you can't find a tool, make one. For example, you can turn an admired former employee into a symbol by giving an award named after that individual, complete with ritual ceremony. Corporate Culture Related Terms: Corporate Image Corporate culture refers to the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature. Corporate culture is rooted...
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...1799 1799 ‘How are the concepts of culture and leadership linked?’ Introduction: This literature review will make use of four pieces of academic work to discuss how the concept of culture can intrinsically affect leadership. The literature finds that the link between culture and leadership is an important, yet complicated relationship. I will begin by discussing and defining the central concepts of culture and leadership. I will then explain and analyse the significance of culture upon leadership. Finally I will review Hofstede’s cultural framework to assess its significance and relevance to the topic at hand. Culture: To begin, culture is a phenomenon that carries multiple definitions. A simplistic view sees it as “how things are done around here”(Ouchi and Johnson, 1978 p.293). Culture can also encompass the behaviours, attitudes, norms, morals and unconscious values instilled within a group of individuals (Schien, 1985). Hofstede himself defines culture as the “collective mental programming” (Hofstede, 1980 pp.43) of individuals bound by some form of common orientation or geographical boundary. Culture shapes everything within society, and as an extension, leadership. Leadership is another interlinked concept, commonly defined as a relationship by which followers are influenced, and inherent changes are made towards a collective purpose (Daft and Lane, 2005). Moreover leadership refers to the “core set of traits, behaviours, skills, or characteristics that...
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...Quality Systems for Business Excellence MT1026F Main Diet Unit 2 For 2011 Researching on Contribution of Organisation Learning that Develop Organisation Excellence by Using the European Framework for Quality Management Name: Shaun Amirthalingam 0705668 Matthew Peh Voon Yang 0805185 Boo Tong Kwong 0805183 Table of Content Title | Page Number | 1.0 Introduction | 3 | 2.0 Learning Organisation2.1 Inspiration and Motivation2.2 Empowerment2.3 Accumulating and Sharing Internal Knowledge2.4 Gathering and Integrating External Information2.5 Enabling Creativity | 4-5 | 3.0 European Foundation of Quality Management3.1 The Good of EFQM3.2 EFQM Developing Organisation Learning3.3 Limitation of Organisation Learning | 6-13 | 4.0 Conclusion | 14 | Referencing and Bibliography | 15-18 | Researching on Contribution of Organisation Learning that Develop Organisation Excellence by Using the European Framework for Quality Management 1.0 Introduction It is a huge change that has accelerated over the past few decades in the economy. During the 20th century, organisations always focused at traditional factors for production on tangible resources such as equipment, land and money. Almost every organization...
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...The University of Birmingham The Birmingham Business School An investigation into whether organisational culture is directly linked to motivation and performance through looking at Google Inc. David Towers Supervised by Suzana Rodrigues Word count: 7359 Extended Essay 2005-2006 (07 14747 & 07 14748) 0 of 31 Abstract This article examines the relationship that exists between organisational culture and performance, and how these factors influence employee motivation. The issues are discussed at length, firstly through a review of the current literature relating to the topic, and secondly by means of investigating the organisational culture of Google. Through examining the work of Denison (1990) and Truskie (1999) it is shown that some authors believe certain cultural aspects are important for organisational cultures to be successful. The frameworks of Martin (1992) and Goffee and Jones (1996) show that strong cultures exist where employees’ values are aligned to the values of the organisation. Though looking at the empirical evidence of Kotter and Heskett (1992), it is shown that there is indeed a link between strong organisational cultures and performance, but only strategically appropriate cultures are successful. Finally, it is suggested that there has been a trivialisation of organisational culture, (Alvesson, 2002) and culture is a facet of an organisation not an object of an organisation. Consequently, the manifestations of Google’s culture is analysed by evaluating...
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...Organisational culture of ORGANIZATIONAL CULTURE Definition The values and behaviors that contribute to the unique social and psychological environment of an organization. Organizational culture includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid. Also called corporate culture, it's shown in (1) the ways the organization conducts its business, treats its employees, customers, and the wider community, (2) the extent to which freedom is allowed in decision making, developing new ideas, and personal expression, (3) how power and information flow through its hierarchy, and (4) how committed employees are towards collective objectives. It affects the organization's productivity and performance, and provides guidelines on customer care and service, product quality and safety, attendance and punctuality, and concern for the environment. It also extends to production-methods, marketing and advertising practices, and to new product creation. Organizational culture is unique for every organization and one of the hardest things to change. Organizational culture is the behavior of humans who are part of an organization and the meanings that the people attach to their actions...
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