Respond to two classmates posts with at least 300 words each, APA style, cite all references, NO PLAGIARISM

POST 1:

Acting ethically and responsibly is something that all managers and high level executives should be doing. As stated by Bazerman (2011) "The vast majority of managers mean to run ethical organizations, yet corporate corruption is widespread." This is true in the example I have chosen for this weeks discussion. FIFA, which is soccer's international governing body was investigated for institutional corruption, this lead to the arrest of multiple of high level executives and the charging of more. FIFA even though it is not a corporation in the traditional sense, it is still considered a big business.

Some of these executives and managers did not act ethically and according to law, these people were charged with taking bribes and receiving money that totaled over 150 million dollars, these bribes were for endorsements as well as world cup bids. By doing this the reputation of FIFA as the governing body suffered a great hit, more regulations are being enacted and people are labeling them as a corrupt organization. This was a very big case not only because it involves a large worldwide organization but also because it brings into question the integrity of some countries representatives as well as put into question all the decisions made by this organizations, these allegations bring into question the decision of the locations of the two next world cups: Russia and Qatar. There is also claims that these two counties bribed the officials in order to be selected as the headquarters for the next two world cups. As for the people involved, it lead to people being arrested as well as having them be banned for life from having anything to do with FIFA as well as fines being imposed.

If I worked for this organization and I knew the managers and executives were not doing things according to the law or ethically, I would try to inform someone above them in the chain of command and try to inform them of what is going on in their organization, in this case I would have concerns because due to the wide spread or corruption in the organization you can not be sure who is involved and who is not involved. If this did not work, I would try to contact some sort of law enforcement in order to let them know what is going on. By doing this I will have some concerns about my career, being labeled a whistle blower can be something that might stop me from getting a job in the future, also if the managers and executives do not get in trouble or are allowed to keep the position I would most likely lose my job, but I would rather be know as a whistle blower than corrupt.

References:

Bazerman, M.H., & Tenbrusel, A. E. (2011). Ethical breakdowns. Harvard Business Review, 89(4), 58-65

Perez, E., & Prokupecz, S. (2015, December 03). FIFA arrests: U.S. charges 16 FIFA officials. Retrieved October 17, 2017, from http://editions.cnn.com/2015/12/03/sport/fifa-corr...

Rebecca R. Ruiz and Victor Mather. (2015, September 25). The FIFA Scandal: What's Happened, and What's to Come. Retrieved October 17, 2017, from https://www.nytimes.com/2015/09/26/sports/the-fifa...

POST 2:

A case I have experienced where the manager did not act ethically was the Director of my department before the previous director. Several years ago, my department had a director that was rough around the edges, not personable, and did the minimal. As time went by our workloads were noticeably increased. Eventually, the workloads began reaching unsafe levels (and we work in a hospital). This was troubling to many of my coworkers, but everyone was afraid of our director and afraid to speak up. I was one of our director’s “favorites”, but I was not going to stand by while workloads increased to unsafe levels. I talked to my coworkers in what little free time we had to build my case. I came in early to talk to night shift, or stayed late to catch them. It soon became clear to me that increased workloads were the least of our problems. One of my coworkers revealed to me that they work more weekends than anyone else – believing it was because they had a formal disagreement with this director several months prior. Another coworker disclosed that if I went back and looked at all the old schedules, almost everyone except this employee had “paid time off” all over the schedules except for this employee because their requests kept getting denied and they believed it was because they, too, had a formal disagreement with this director. This was obvious retaliation, so I built my case. I knew the director was close to our CEO, and I also knew that I was one of her “favorites” and this whistle blowing could lead to trouble for me. Colquitt, et al. define whistle blowing as an ethical behavior “which occurs when former or current employees expose illegal or immoral actions by their organization” (Colquitt, 2013). Having no idea what my whistle blowing would lead to for me or this director, I stuck to my plan. The action I took, since I knew this director was not aligning their actions to the values and policies of the organization (and possibly the law), was the writing of a two-page email to the CEO. I carbon copied the other two officers and the director of human resources on it to ensure it was taken seriously. I mentioned the increased workloads to unsafe levels, and the possible retaliatory actions this director took against two employees. The next day, I was called to the CEO’s office and was questioned with the HR director present. The day after that, our director was suspended for a week while corporate HR flew in from corporate headquarters and interviewed me and other key staff members. A week later, the director was let go. It was a huge relief, but left a void in the department. A coworker and I kept the department afloat until we got a new director.

All these years later, I am pretty sure the increased workloads to unsafe levels was not what got this director in trouble - it was the retaliation. “Research has consistently demonstrated that the desire for retaliation is common upon experiencing an offensive interpersonal encounter, particularly if the encounter threatens one's self image” (El Kharzazi, Siwatu, & Brooks, 2015). Retaliation is prohibited by law under the Equal Employment Opportunity Act, and includes making work more difficult for employees (U.S. Equal Employment Opportunity Commission, n.d.). Corporate HR may not have found enough evidence for these employees or the company to take legal action against this director, but they must have found enough, per our own policies, to move forward with the termination of this director. The scary part of all this is that if she had not increased our workloads to save a penny and increase her chances of getting her end-of-year bonus, these retaliatory misdeeds may have never been brought to the attention of our CEO.

References

Colquitt, J. L. (2013). Organizational behavior: Improving performance and commitment in the workplace (3rd ed.). New York, NY: McGraw-Hill.

El Kharzazi, R. J., Siwatu, M., & Brooks, D. R. (2015). Retaliation - Making it Personal. Retrieved from U.S. Equal Employment Opportunity Commission: https://www.eeoc.gov/laws/types/retaliation_consid...

U.S. Equal Employment Opportunity Commission. (n.d.). Facts About Retaliation. Retrieved from EEOC.gov: https://www.eeoc.gov/laws/types/facts-retal.cfm