BBA111 Organizational Behavior: Critical Article Summary Analysis

This assignment presents a critical summary of several articles focusing on organizational behavior. The first article explores the feasibility of managing organizational culture, examining the beliefs, values, and assumptions within an organization and their impact on employee behavior, using the case of English slaughtermen. The second and third articles delve into whistleblowing and corruption. The second discusses the experiences of whistleblowers and the concept of 'impossible speech,' exploring how organizational norms can silence individuals who report unethical behavior. The third article investigates the reasons behind employee support for corruption, analyzing how it affects culture management and control. The author used various methods like case studies, interviews, and reviews of theories such as expectancy theory and social entity theory to support the findings. These articles offer valuable insights into the complexities of organizational dynamics, ethical challenges, and the importance of effective leadership management.

Critical article Summary 1
Critical article Summary
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Critical article Summary 2
Case 1: How can culture be managed?
The question of this article is based on the extent to which the main objectives of Human
Resource management is feasible based on organisation culture. According to Dawson (2010, p.
45), culture is defined as the beliefs, values, and assumptions that define social and
psychological environment of an organization. In this article, the author does investigations to
find out whether culture can be managed based on the realities of the organisational belief
system and their relation to behaviour.
According to George (2013, p. 68), culture I essential thing in organizations because it
puts together people of varying beliefs and values, and therefore should be managed. From the
article, the author is trying to investigate whether it is possible to manage culture and urges that it
can only be possible to change culture in cases where it is regarded as something which an
organisation has and which can be manipulated (Ackyord & Crowdy 2016, p. 12). Culture can
also be controlled based on the accessibility control of changing some things such as payments
and information system.
In this case, the author investigates the issue by undertaking an analysis of the employees.
The analysis is done to reflect various values such as distinctiveness of tremendous company and
espouse by the malleable model of HRM.
The author has tried to answer the question based on the work of the slaughterman in the
western world. In this case, doing meat business is perceived as dirty work since killing of
innocent animal evokes moral revulsion in the cultural behaviour (Sivasankaran 2016, p. 34).
Based on the study, the work is seasonal and the worker tent to put more efforts when there is
huge workload and relaxes when it decreases.

Critical article Summary 3
One of the methods used to answer the question was based on the data collection. The
method used was based on gathering the case materials in order to come up with the adequate
information for data analysis. The data collected also formed a basis conclusion and also
recommendations for the study based on the culture management and corruption in an
organization.
The results which was based on slaughter man state that the technology which is
produced is vital in determining the typical behaviour in an organisation (Ackyord & Crowdy
2016, p. 12). One of the theories which are reviewed by author is expectancy theory. In this case,
the organisational behaviour depends much more on the employees, prejudiced awareness that
their behavior will help them to attain specific results.
Case 2: The Whistleblowers and impossible speech
According to Olivia (2016, p. 201), whistle blowing is essential because it makes people
in an organization to understand some of the things that take place. From this case, the author
discusses various things concerning illegal, unethical behaviour and the malpractices done within
the organisation. The investigation is done based on shared experience from the people on
emerging organisational culture. In this case, the author is trying to relate the matrices of power
and the control in organizations the question being, has this led to the individuals being casted
out of the frames of the recognition? Having this in mind brings about the subject of having a
deeper understand on how power operates in organization, thus forming a basis of how
organizational behavior changes based on culture management.
To bring a clear understanding of this factor, the author has used whistle-blowers to
investigate the wrong doing and unethical practices within the organisation. According to Mark
& Jose (2011, P. 88), this tactic is crucial because it helps one to understand a question based on

Critical article Summary 4
the information gathered. In addition, the questions have also been investigated by studying how
the organisation became bad because of corrupt employees and how they were able to regain
positive reputation.
The method used by the author to gather information in this case is interviews. This was
done through approaching the individuals for an interview, thus being in a position to gather the
required information. Another method was based on secondary information done through
approaching the individuals for an interview as explained by whistle-blowers. The study
categorize this people as who speak out freely about the illegal, unethical behaviour and the
malpractices done within the organization (Kenny 2018, p. 1027). They also came to occupy the
position if they have experienced retaliation through disclosure of information especially on the
wrong things done in the company as opposed by the isolated incident
The result and observation made by the Casterton on unethical, wrong doing and
malpractice within the organization encompass little to do with scientific factors and also the
adaptations to the work. This also seems undoubtedly extensive being related in any simple way
to routine. According to Kenny 2018, p. 1027), change in behavior in workplace is crucial
because it helps employees to be in a position to attain desired results and also the consequences
based on the ethical decision making. For example, in a corrupt organization, most of the
employees may perceive positive results and penalty such as being paid a bonus or endorsement
if they behave immorally
Case 3: A Qualitative Study of Organizational Culture in Corrupt Organizations
In this article, the author provides a discussion concerning the reasons why most of the
employees in an organization support corruption. Based on his argument, support of corruption
in workplace ends up changing the culture management due to misuse of power thus affecting

Critical article Summary 5
the control within the organization, In this article, the authors obtains answers through studying
the employee’s relationship in the organisation. Their response based on their perception about
the corruption
Campbell & Goritz (2013, p. 295) secondary information to be in a position of providing
feedback to the target audience. This was done by use of various approaches such as online
transcript of interviews, newspapers, articles, use of the transcript of the government meetings
and also through the public hearing where individuals were allowed to speak out their
grievances.
In this case, the theory being reviewed is social entity theory. The primary aim of using
this theory was to bring the idea that the corruption within the organization affect the low level
employees within an organization (Bolanle 2017, p. 88). For instance, employees increasing their
commitment to the organization based on work support.
According to Jason (2015, p. 181), managing culture in organization associated with
corruption is difficult because many essential factors are not done in the right manner. The study
is of importance since it helps in adding value to the knowledge base because it reviews the
culture management within the organization and also addressing the issues on corruption. From
this article, the author emphasizes that employees tent to influence in the change in
organizational behavior and also how they contribute largely to the corrupt environment within
the organization.

Critical article Summary 6
Ackyord, S., P & Crowdy, P. A. (1990) "Can Culture be Managed? Working with “Raw”
Material: The Case of the English Slaughtermen." Personnel Review, 19(5), 3-13.
Bolanle, O. (2017). An Examination of the Relationship between Perceived
Injustice, Workplace Neutralization and Corrupt Tendencies: A Study on Employees in
Nigeria. South Asian Journal of Management, 24(3), 87-95.
Campbell, J & Goritz, A. S. (2013). Culture Corrupts! A Qualitative Study of Organizational
Culture in Corrupt Organizations. Journal of Business Ethics. 120(3), 291-309.
Dawson, C. S. (2010). Leading Culture Change: What Every CEO Needs to Know. Stanford,
CA: Stanford Business Books
George, T. (2013). Implementing and Maintaining a Knowledge Sharing Culture via
Knowledge Management Teams: A Shared Leadership Approach. Journal of Organizational
Culture, Communications and Conflict, 17(1), 67-87.
Jason, S. (2015). Moral Imagination as a Reformational Influence in the Workplace. Journal
of Markets & Morality, 18(1), 121-132.
Kenny, K. (2018). Consored: Whistle-blower and impossible speech. Human Relations,
71(8), 1026-1045.
Mark, S & Jose, C. (2011). Type of Wrongdoing and Whistle-Blowing: Further Evidence
That Type of Wrongdoing Affects the Whistle-Blowing Process. Public Personnel
Management, 40(2), 87-95.
Olivia, D. (2016). Honesty without Fear? Whistleblower Anti-Retaliation Protections in
Corporate Codes of Conduct. Melbourne University Law Review, 40(1), 201-213.
References

Critical article Summary 7
Sivasankaran, E. S. (2016). Impact of Culture in Human Resource Management. Advances
in Management, 9(2), 34-54.