Milkshake

When put into the position of complete authority over others people will show their true colors. I think that most people would like to think that they would be fair, ethical superiors. I know I would, but learning about the Stanford Prison Experiment has made me question what would really happen if I was there. Would I be the submissive prisoner, the sadistic guard, or would I stay true to myself? As Phillip Zimbardo gave the guards their whistles and billy clubs they drastically changed without even realizing it. In order to further understand the Stanford Prison experiment I learned how the experiment was conducted, thought about the ethical quality of this experiment, and why I think it panned out how it did.

In every setting there should be a policy and procedures on whistle blowing. The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment.

Throughout the movie, the audience gets to perceive George’s dilemma in life. Since he was a little boy, George has been a good child: always willing to help others. He saved his brother’s life by jumping into icy cold water to prevent him from drowning, and thus he lost his left ear’s hearing; he also prevented his boss,

During the conversation between Ron Davis – the relatively new general manager of the machine tooling group at Parker Manufacturing and Mike – a plant manager who reported to Ron, Ron had violated some principles of supportive communication and supportive listening. First of all, Ron had violated Descriptive and Problem-Oriented principles. For example, Ron expressed his thinking and opinion about what Mike did and stated Mike’s personalities: “I think you’re too chummy with some of your female personnel” or “I think you’re creating a substandard impression by not wearing a tie” and “Having things in

Even an apparently trusted employee may do mischief or even accidentally cause harm to the company.

Review “Just pucker and blow: An analysis of corporate whistleblowers” in Chapter 2. Please respond to the following:

Throughout the story “Of Mice and Men” We come across a character named George. A few of his many characteristic traits are that he is very smart, independent, and hardworking. George is a very caring man and he shows it by stating “The hell with the rabbits. That’s all you ever can remember is them rabbits. O.K.!

Post a 200- to 300-word response to questions 1-3 of the Questions and Applications section on pp. 172-173 of Ethical Leadership in Human Services. For question 1, be sure to support your decision by addressing at least 5 of the bulleted questions listed on p. 173

To begin, the main problem running amuck at the Dade Correctional Institution is the systematic abuse of the inmates by the security guards in the Transitional Care Unit. This problem exists at many different levels, ranging from individual to possibly system-wide levels. For example, many counselors and technicians witnessed first hand the abuse given out by the guards and very few came forward to offer their testimony. Also, many officials and higher ranking superiors would actively advise those who did come forward to remain silent, out of possibly retaliation from the guards.

-Whistleblowing: Whistleblowing is a way in which you can make other members of staff/managers aware of any poor practice, concerns or illegality. It’s important that anyone concerned about issues surrounding safeguarding should be able to report them in a confidential way which has no repercussions towards the individual who reported it. All members of staff should feel that they are able to raise concerns without any fear of discrimination or victimisation.

George does feel at times he is better and can accomplish more. While thinking about his job interview and the fact that it is only a "junior position," he feels "his necessity would make him bitter, but thankful." When he decides he needs to lie about his education at the interview he "laughs at own cleverness of nuance and logic," and thinks that "no one is Toronto would know the difference." George used big words like decrepitude and often corrected his actress roommate on

Jackson and Raftos (1997) referred to whistle blowing as an avenue of last resort. Employees find themselves in these situations when the authorities at their organisations have failed to take actions on reported issues affecting that organisation. Wimot (2000) likened whistleblowing to a spectrum. At one end of this spectrum whistleblowing would only cause minimal pain and scars on the stakeholders and organisation while on the other end is the worst scenario where the whistleblowing effects are turbulent and often experienced to be negative to all those involved (ibid).

Brenda Franklin had been serving Allied Tech for the past 8 years. As any other organisations, Brenda used to be a part of the lunch hour conversations with her colleagues. One day when her colleagues were discussing about corruption and politics, something occurred to her. As a result she prepared a list called “Ethically Dubious Conduct” and pasted it on the common notice board. Her colleagues were taken by surprise. Brenda was now anticipating the next lunch where she was expecting her list to be analysed among her colleagues.

Companies in today’s society are often required to abide by an abundant amount of rules and regulations imposed upon them which stem from government and law enforcement authority. In analyzing the Case of “The Reluctant Security Guard” we will examine the decision making process which led to David Tuff effectively ‘whistle blowing’ for what he felt was the right thing to do.

Paul has apparently misread Larry’s intentions, resulting in misaligned expectations. Paul and Larry have very different leadership styles and attitudes on people management. This disparity in their styles is a core part of their communications issues. Paul’s self-referent criteria have prevented him from effectively listening to what Larry has been telling him about his leadership skills and potential to be promoted to CEO. It seems that George has an advantage over Paul in being able to relate easily to Larry. Larry and George have a similar philosophy on people management, which gives George an advantage on effective communications with Larry. Larry immediately empathizes with George’s perspective, because it is similar to his own. This puts the onus on Paul to get outside of his own frame of reference to examine himself from Larry’s perspective.