Management: Critical Summary of Articles System04104 - 8/23/2019

This report presents a critical summary of two articles focusing on key aspects of modern management. The first article, "Welcome to the Gig Economy: neoliberal industrial relations and the case of Uber," discusses the rise of the gig economy driven by neoliberal policies, where companies utilize short-term contracts and independent contractors, exemplified by Uber's business model. It highlights the benefits for employers and the potential exploitation of workers through low wages and precarious job conditions. The second article, "Culture Corrupts! A Qualitative Study of Organizational Culture in Corrupt Organizations," examines the characteristics of corrupt organizational cultures. It explores how these cultures often prioritize ends over means, emphasize security, and tolerate deviant behavior. The study, based on interviews with experts, reveals that fear of job loss is a significant factor in corrupt organizations, and that individual honesty in such environments is challenging to assess. Both articles contribute to a broader understanding of contemporary management challenges and ethical considerations in the workplace.

Running Head: Management
Management
Critical Summary of Articles
System04104
8/23/2019

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Article-1
Zwick, A. (2018) Welcome to the Gig Economy: neoliberal industrial relations and the
case of Uber. GeoJournal, 83(4), pp. 679-691.
The article discusses the neoliberalism policy of modern business organisations where
employees are negotiating the employment conditions on their own terms and conditions.
This happens because employers are hiring people from the free market. The companies are
recruiting employees for short duration and receive many benefits but these deemed or unfair
job conditions make the job length shorter or smaller. These types of jobs where job periods
are so short or seen like ‘gigs’ which is called ‘the gig economy’ in business (Zwick, 2018).
This type of employment strategy in private sector gives many benefits for employers as
employees fight for job hours and accepting low remuneration for their work. Large numbers
of companies are practicing such type of job contracts where employees are asked them to
work for few hours on minimum wages (De Stefano, 2015). This type of employment
practice gives a huge profit for the business organisations and also grants power to the
employers to hire and fire employees on quick succession. However, this also permitted the
employers to being able to lay them off when they pleased after their services.
This article included the case of ‘Uber’ as the major example. Uber practices the same
employment strategies where people are hired for minimum job duration where employees
are self-responsible for their hour work and agree to work on low wages. This was the secret
of Uber success in USA when company booked profit of $6.5 billion dollar in 2015
(Manriquez, 2019). Uber adopt the strategy of lowering the fare that automatically lowers the
wages of riders and employees as well. However, in modern time most of the organisations
adopted the same practices in many countries.
However, the implementation of such type of business model promotes the organisations to
exploit the labours on very low wages rate and that further damages the business strategy of
other competitors companies that are not using the same business model. It enables the
organisation to increase their profit with gaining competitive advantage over other
competitors in the market.

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Article-2
Campbell, J.L. and Göritz, A.S. (2014) Culture corrupts! A qualitative study of
organizational culture in corrupt organizations. Journal of business ethics, 120(3), pp.
291-311.
This article is about the corrupt organisation culture, which is the important factor of
organisational culture. This article covers various organisations to analyse the corrupt
behaviour of the organisation. The article includes interview of 14 independent experts about
their experience of corrupt organisations. The article focuses on different branches or type of
organisations such as government, sports, pharmacy, trade, infrastructure etc. The article
includes that culture, belief, norms, values some are the key parts of organisational culture.
The employers and employees both have different feelings and opinion about the
organisational culture and norms (Gorsira, Steg, Denkers, and Huisman, 2018). While the
employer see the culture, values, norms, etc. in perspective of organisational performance,
goals, and success, the employees of the organisation endorse the values or norms for the
rationalisation of strategies, team spirit, and security in employment. This article also focuses
on the importance of value of norms that is generally displayed by a manager in a corrupt
organisation. The values of norms of manager is directly linked with the performance as they
do not take their role or work seriously if manager ignore these value of norms (Campbell,
and Göritz, 2014).
Through this article, it has been shown that there are three key characteristics of a corrupt
organisation. The first thought of such type of corrupt organisation is “end justifies the
means” the second thought is “importance of security” while the third thought is “deviant
behaviour is punishable.” The one of the important factor in corrupt organisation is fear of
employees of losing jobs; it means the value of security is a major factor in corrupt
organisation. However, this article also focuses on the individual behaviour of people and
their opinion about the uncultured or corrupt organisations and about their characteristics
(Pierce and Snyder, 2015).
However, it is really difficult to assess the honesty in the opinion of individual in this
research. This is rare kind of research area; it is really difficult to ensure truthful and honest
participation of individual people. The people generally do not talk in open manner that
determines the successful result of this subject area. Even the organisations face difficulties

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and facing fear that their reputation may be damaged because of study on organisation
corruption.

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References
Campbell, J.L. and Göritz, A.S. (2014) Culture corrupts! A qualitative study of organizational
culture in corrupt organizations. Journal of business ethics, 120(3), pp.291-311.
De Stefano, V. (2015) The rise of the just-in-time workforce: On-demand work, crowdwork,
and labor protection in the gig-economy. Comp. Lab. L. & Pol'y J., 37, p.471.
Gorsira, M., Steg, L., Denkers, A. and Huisman, W. (2018) Corruption in organizations:
Ethical climate and individual motives. Administrative Sciences, 8(1), p.4.
Manriquez, M. (2019) Work-Games in the Gig-Economy: A Case Study of Uber Drivers in
the City of Monterrey, Mexico. In Work and Labor in the Digital Age (pp. 165-188). Emerald
Publishing Limited.
Pierce, L. and Snyder, J.A. (2015) Unethical demand and employee turnover. Journal of
business ethics, 131(4), pp.853-869.
Zwick, A. (2018) Welcome to the Gig Economy: neoliberal industrial relations and the case
of Uber. GeoJournal, 83(4), pp.679-691.