Imagine Restoration Theory

Unacknowledged Shame Theory is seen in a perspective that shame can cause a destructive emotion and can promote crime instead of preventing it if it is not managed positively. By using apology in return for forgiveness symbolises that reparation can commence (Braithwaite, 2004).

In the latest article “Has Anything Really Changed for Women in Tech?” Ellen Pao concludes that finally after all these years of women being punished for reporting sexual harassment at work, tech companies are starting to look into this issue and realize that it is a problem and something needs to be done about it. It’s worth noting that Ellen Pao herself had to leave Google after coming forward accusing male employees of discrimination in a lawsuit she ended up losing. She was offered and refused twice a settlement offer from Google in the amount of a few million dollars! for her to stop pressing the

“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you'll do things differently” (“The 16 Best…”). This quote by Warren Buffet is relatable to many public relations crises. Unfortunately, many individuals are unaware of the long lasting effects of their actions. As a result, an individual’s reputation can be ruined very quickly. If the individual is lucky, the damage to their reputation is not permanent. One man in the midst of repairing his own reputation is Michael Vick. This paper will discuss the details of the Michael Vick dog fighting scandal, how it relates to crisis management, and the overall message this case relays to public relations professionals.

This study examines the use of apology strategies by Jonah Lehrer in his plagiarism scandal in 2013. The main aim of study is to know what type of apology strategies used by Lehrer in apology speech and how the connotative words help repairing his reputation. The writer finds 3 types of apology strategy. They are indirect apology (IA), direct apology (DA) and remedial act (RA). Indirect apology (IA) consists of 17 data. Direct apology (DA) consists of 3 data and remedial act (RA) consist of 6 data. Indirect apology

To begin, the article details the backlash of the resignation of Travis Kalanick, the Uber CEO, from “President Trump's business advisory council” (“Tech Industry

During 1963 and 1964 summers, restoration work continued at the island. Dad hired Ronald Shutler and Jon Short to work on the house in 1963. Jon only worked for us that one summer whereas Ronald assumed caretaker duties through 1967 when he returned to farming. Ronald had grown up on a farm in nearby Hammond, and like many young men who grew up on farms, he was a tireless worker who possessed the desirable trait of staying on task.

In today’s day and age feminism is on the rise and the world is starting to take notice of equality among genders. These steps forward in society are pushed back when cases of sexual harassment come into play. In The New York Times article, written by Megan Twohey, Harvey Weinstein Is Fired After Sexual Harassment Reports, published on October eighth, Weinstein’s actions are brought to light. Until the mid-1900’s women were not allowed in the workforce, but eventually broke through those molds leading prosperous careers. What seems to be consistently glazed over is the sexual harassment that comes along with moving up the corporate ladder. Harvey Weinstein is just one of millions of similar stories.

Group apology which manifests as acknowledgment of wrong-doing and overall apology, and promoting material compensation, providing material or monetary compensation (Fine, Weis, Powell Pruitt, Burns, 2012). In both instances the “guilty party” is admitting guilt which is what demonstrates a true remorseful nature. They also suggest that members of dominate groups will often respond to their guilt in an opposite manner. This response can include refusing responsibility, avoidance through distance, and protecting group identity.

Furlong, Leddy, Ferguson, and Heart’s (2009), “Assertive Community Treatment and Recovery at Thresholds”, reports in detail the principles of Assertive Community Treatment (ACT). For example, ACT teams include: psychiatrists; nurses; peer counselors; employment and housing specialists; mental health counselors; case managers and substance abuse counselors. The team of diverse professions all work together with small caseloads to deliver intensive care. Next, they explain how ACT was developed after deinstitutionalization to decrease re-hospitalization rates. In fact, Act model outcomes show it reduces the rates of re-hospitalization, improves symptomology, and decreases incarcerations of individuals with serious mental illness. Last, the

Writer of the article, Phillips, also uses cases Kelly had found over the years about the equal employment opportunities. More specifically, the upraise of the glass ceiling within global corporations such as Walmart. In 2010, this giant retailer had systematically barred qualified women from job opportunities open to men (Phillips, 2016). Preventing women from advancing in their career is an example of systemic discrimination which goes against the human rights legislation. Luckily, “EEOC regulations provide a path for women in less high-profile jobs to challenge discriminatory practices. In response to improper treatment, a woman can register a formal complaint with her Human Resources officer or with a local EEOC of HR response is unsatisfactory.” (Phillips, 2016). On the other hand, women know that jobs are scarce, thus, making complaints may be unpalatable. They fear that they may be laid off or terminated by questioning company regulations. For settlements to begin, employees must understand EEOC rules and most importantly, women need to have the courage to stand up for their rights.

The third step of the model is the “Promise of Forbearance” (Bisel, 2017). It can be easy for a person to apologize for an offense and then move on with their lives. However it is far more important to the offended if the offender can prove that they a thoughtful of their apology and willing to make a change. I first ensure Ms. Johnson that the incident will not happen again, and then I list my reasons for how The Duck Club will stay accountable to that promise. I list out the steps the restaurant will take to make sure a similar accident does not happen, which includes addressing the issue with the employee, and improving the training of future employees. In taking these actions, I hope Ms. Johnson will feel as if the apology is meaningful. Finally I complete the OOPS model by “offering to restore”, which involves the offender proposing a way to make right of the situation (Bisel, 2017). To do this, I simply offer Ms. Johnson three free coffees. By doing this I am not causing any financial burden to The Duck Club, but am still able to offer reparation to Ms.

K., Bennett, M., and Goffman, E. Once again, using EVT as their perspective, this article focuses on the degree to which people expect apologies to be accepted, the extent to which they are accepted/rejected and how offenders view expected and unexpected responses. Chiles and Roloff found that while accepting an apology is positively evaluated by apologizers, this relationship is moderated by their expectations of acceptance prior to the actual response to the apology. According to EVT, the stronger an expectation is, the more it matters whether an individual violates it or not. The more an apologizer believes an apology will be accepted, the more positively they will view adherence to this expectation. Consequently, violations or deviations from increasingly strong expectations will be viewed more negatively.

I have found that most people who have achieved success in life are people who never give up. They are people who have made an effort to reach the summit. The great leaders persist and advance in the midst of criticism and adversity, nothing stops them to reach the goal. Travis Kalanick, founder and CEO of Uber started his career as an entrepreneur in 1998.  He hasn’t had it easy, Kalanick has experienced many setbacks but this has not stopped him. The company has had a chain of scandals that seems endless, from the controversy of the executive director shouting to a driver to questionable business tactics and accusations of sexual harassment. However, Uber’s competitive advantage is still powerful.

GOODSTEIN, J., & AQUINO, K.. (2010). And restorative justice for all: Redemption, forgiveness, and reintegration in organizations. Journal of Organizational Behavior, 31(4), 624–628. Retrieved from http://ezproxy.missouriwestern.edu:2100/stable/41683932

My thoughts about this article was that it was informative about the how the tech industry discriminate against women. Reading half way through the article I got the sense that what women are facing in the tech industry can also be said about other field of work, like the business field in general, engineering careers, and other field of work that men used to dominate. With the rise of college educated women, more and more women are heading to places that in the past prevented them from working there, as working there was seen as a man’s job. The three keys about this article that I got from it was the workplace culture, pay and promotion opportunities, and lack of female mentors in the tech industries.