MMS714 Deakin Uni Case Study: Ethics, Integrity & Culture at CA

This case study delves into the ethical and organizational challenges faced by Cricket Australia (CA), particularly in light of the ball-tampering incident and broader issues identified by Integrity Manager Patrick Murphy. The analysis covers problems such as mismanagement, hierarchical decision-making, employee dissatisfaction, gender inequality, lack of employee diversification, and ethical lapses among players and staff. A cultural audit is performed, focusing on organizational communication, decision-making processes, working procedures, and ethical practices. Strategies to retain integrity, including improving communication, promoting ethical behavior, and ensuring fair treatment of employees and interns, are discussed. The report emphasizes the importance of addressing these issues to restore public trust and maintain the integrity of both the sport and the organization. Desklib provides access to this case study solution and a wealth of other academic resources for students.

Running head: ORGANIZATION BEHAVIOR
Organization Behavior
Name of Student
Name of University
Author Note

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ORGANIZATION BEHAVIOR
Executive Summary
In Australia cricket is considered as one of the most popular sports. The vast popularity of the
game has provided ample proof of the fact that the people in Australia are emotionally
attached with the sport and are ardent followers. However, in recent times the cricket team as
well as the cricket association of Australia is facing public wraths due to certain incidents.
The Australian cricket team has been caught cheating and tampering the cricket ball while
playing an international match. This has created further unrest amongst the fans. In addition
to that, the Cricket Australia is passing by a difficult face due to the organizational
mismanagement. The report hence will perform a cultural audit of the organization in order to
identify the primary issues that needed to be addressed. Along with that, a thorough analysis
has been done to take up proper and necessary steps so that the integrity of the game and
organization can be retained.

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Table of Contents
Introduction................................................................................................................................3
Primary Issues Faced by Cricket Australia................................................................................3
Management of Cricket..........................................................................................................3
Organizational Structure........................................................................................................4
Employee Management..........................................................................................................4
Gender Inequality...................................................................................................................4
Employee Diversification.......................................................................................................5
Lacking Ethics of the Players.................................................................................................5
Employment of Retired Athletes............................................................................................6
Acceptance of Interns.............................................................................................................7
Cultural Audit.............................................................................................................................8
Organizational Communication.............................................................................................8
Decision Making....................................................................................................................8
Working Procedure................................................................................................................9
Vision of the Organization...................................................................................................10
Concerning Ethical Practices and Actions...............................................................................11
Respect.................................................................................................................................11
Fairness................................................................................................................................12
Integrity and Responsibilty..................................................................................................13
Fair Examples.......................................................................................................................14

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ORGANIZATION BEHAVIOR
Strategies to Retain Integrity....................................................................................................15
Conclusion................................................................................................................................17
Reference:................................................................................................................................19

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ORGANIZATION BEHAVIOR
Introduction
As Patrick Murphy took up the charge as Integrity Manager of Cricket Australia
(CA), he has gone through multiple files and official documents in order to understand and
identify the primary problems of CA. This scrutiny has helped Murphy in highlighting few
issues. The first issue that Murphy has identified that the integrity unit of the organization
used to focus primarily on the integrity of the game itself (Masterman, 2014). According to
the organization, cricket is held as a sport that captures the soul of the Australians. Hence, the
unit highlights the integrity of the game and the functioning of the matches that have been
played with other countries. The report hence finds out and analyze the key issues that has
been pointed out in the case study and performs a cultural audit in order to understand the
necessary actions that are to be taken up.
Primary Issues Faced by Cricket Australia
Management of Cricket
However, Murphy pointed out that the integrity unit entirely omitted the factors
regarding management of Cricket. In its strategic intent, the company has mentioned that the
presence of the integrity unit will help the organization in eliminating the negative factors
such as match-fixing, doping and other illegal activities that might hamper the reputation of
the organization as well as the game (Lowrey & Morain, 2014). It stresses out that to the
Australians cricket held a lofty position and they connect with the games emotionally. Hence,
the honesty and integrity of the play should be maintained. However, the unit has not taken
up necessary actions to eliminate or reduce the malpractices in the sport.

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ORGANIZATION BEHAVIOR
Organizational Structure
Murphy also points out that the CEO of the organization takes the major decisions of
the organization. Hence, it can be understood that the organization is highly dependent on the
organizational hierarchy (Taylor, Doherty & McGraw, 2015). The power of authority is a
major issue that is affecting the organization. This practice points out that there is lack of
communication and collaboration within the organizational structure.
Employee Management
Another issue, that has been pointed out by the case study is that the organization is facing
significant problems regarding employee management. Murphy noticed that most of the
employees in the organization are agitated regarding the promotion and reward policies. The
organization is heavily depending on the hierarchical method. As a result of this, the
employees who are efficient and able are not getting proper opportunities. The people who
are senior in age hold all the senior positions. Hence, promotion is only possible when an
employee works for CA for a very long period. This factor is demotivating the members
largely (Fang et al., 2013). Often it is noticed that the capable staff members are feeling that
are they overlooked by the organization and their achievements and contributions are being
appreciated properly.
Gender Inequality
The third issue that has identified by Murphy is the inequality amongst the male and
female employees of the organization. Murphy is highly concerned regarding the aberration
of the CA in employing female employees. Moreover, it has been pointed out that no female
employees have been given senior positions in the organization. In addition to that, the male
counterparts are not very respectful towards the female employees of the organization
(Taylor, Doherty & McGraw, 2015). Murphy pointed out that this can fetch a great trouble to

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the organization is challenged legally. The CEO as well as the senior managers is not
supportive enough in to encourage flexible work arrangements. This is reducing the morale of
the employees. As organizational ethics points out, every organization should maintain a
healthy ratio between the number of male employees and female employees. Moreover, the
female employees must have certain rights that ensure their overall wellbeing. The
organization is violating the employee rights (Gabriel & Alina, 2014). This is creating a
negative impact in the reputation and organizational culture. In addition to that, the
employees of the organization are complaining of the extended working hours. As a result of
this, the employees are getting involved in gossip, stealing merchandise properties of the CA
properties. Hence, the working ethics of the organization are significantly decreasing. This in
turn is affecting the overall work environment of the organization.
Employee Diversification
In addition to this, the organization is also lacking in diverse employees in its ranks.
Organizational values highlight the need of maintaining employee diversity. It is noticed that
an organization needs to create a balance between different cultures and religions by
employing workforces coming from different backgrounds. CA is in a state of ignorance
regarding the importance of employee diversity (Chelladurai & Kerwin, 2017). This can
create massive ethical problems and the company can be held responsible for violating
several laws and regulations.
Lacking Ethics of the Players
Another important issue that can directly be linked with the incident of match ball
tampering is the behaviors and activities of the athletes. Murphy has noticed that the off field
activities of the athletes are grabbing more media attention than their on-field performances
(Ohrberg, 2013). The fact that the off filed activities are mostly fetching negative publicity is

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aggravating the matter more. The scenario has been heightened by the incident of sandpaper-
gate in recent times. In this regard, the role of the integrity framework is to be taken into
consideration (Masterman, 2014). The framework ensures fair and ethical work practices.
Moreover, it has enforced strict actions in cases of violation of those. The Foreign Corrupt
Practices Act can be considered in maintaining the corruption free performance of the players
(Supovitz, 2013). Moreover, it has already been pointed out that cricket is regarded as a very
important sport to the Australian and they are emotionally connected to it. Hence, the unfair
practices and frauds are affecting their emotions, making them indifferent to the sport. This
can hamper the credibility of CA largely. Along with this, CA can also be held responsible
for violating consumer protection.
Employment of Retired Athletes
In addition to this, Murphy came to know that the retired players mostly take up the
senior managerial positions. These players are not abiding by the company rules and
regulations. Moreover, they are found to be inefficient. In most of the cases, it is seen that
these retired players demand for employment in CA stating they have been injured while
representing the country. This has been an increasing practice amongst the Australian cricket
players. This scenario is crating turmoil and unrest amongst other employees who are
contributing significantly to the organization (Marcu & Buhaş, 2014). These retired players
are seen to be contemporaries of the board members and the CEO of the organization. As a
result, they socialize with the top management outside the working hours. Hence, the regular
employees of the organization often complain of these retied players being favored by the
organization.

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Acceptance of Interns
Another important problem that has been found out by Murphy is the lack of
acknowledgement of the interns. CA employs significant number of interns in the
organization. However, Murphy pointed out that the interns are being forced to work for
longer hours. According to the working law and ethics, any organization cannot employ
intern for more than forty hours a week (Fang et al., 2013). In this regard, it can be said that
the organization is involving into unethical practices by employing the interns with a very
low wage. In addition to this, the students also complained that the longer working hours are
not being acknowledged by the organization as they are asked to do voluntary services. This
is creating a sense of disillusionment amongst the young students and they are not willing to
continue working in the organization. The organization also has not succeeded in presenting
the job role and responsibility of the interns (Lowrey & Morain, 2014). After their first day
orientation, they have reported that they are not aware about their job roles. In addition to
this, it is noticed, that the interns who are being appointed by the CA are mostly coming from
India and Sri Lanka. These students are opting to study sports management as a natural result
of their nationwide love for the sport. However, after being appointed as interns in CA they
are facing mockery and discrimination from the native workforce. This practice can lead the
organization to the path of regulatory actions if challenged by any of the students (Gabriel &
Alina, 2014). As per the ethical regulations, any organization that does not support diversity
and fails to protect their employees from facing discriminations may face flaks from the
regulatory bodies.
Hence, the new integrity manger of CA needs to focus on various issues. As well as
maintaining the integrity of the sports, the manager needs to employ significant changes in
the internal practices of the organization and establish a healthy working environment.

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Cultural Audit
In order to solve the persisting problems of the organization and the incident of
unethical activity during an international match, taking up proper tools and strategies is
highly important. In this regard, it can be understood that to identify proper strategies and
employ them, performing a cultural audit is will be effective.
Organizational Communication
The primary importance is to be given to the organizational communication. It is
widely known that in order to bring any organizational change, having proper communication
amongst the employees as well as the senior managers is highly important (Crane & Matten,
2016). In addition to that, importance must be given to the communication style within the
organization. Broadcasting information from the senior management to the grassroots is to be
monitored. As CA is failing to obtain employee satisfaction, it is important, that the
organization adopt the method of incorporating views and ideas of the junior employees as
well (Marcu & Buhaş, 2014). Moreover, it has already been mentioned in the case study that
the majority of the employees in the organization are well qualified. Hence, their views and
ideas can be considered and incorporated for better organizational performance.
Decision Making
Another important aspect of performing cultural audit to understand the process of
decision making. As it is mentioned in the case study that the CA depends heavily on the
hierarchical approach, it can easily be understood that the employees are not involved in
collaborative methods of working. In this regard, it can be said that the organization needs to
take up an organizational policy that will be helpful in incorporating the values and ideas of
the employees (Supovitz, 2013). The practice of holding power by the top-level managers
and the CEO needs to be addressed. In this regard, the procedure of treating the employees

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should be scrutinized. It has been reported that the organization is highly dependent on the
hierarchical culture and many a times the capability of the employees re not valued properly
(Beck et al., 2017). The employees have shown their grievance regarding the discrepancies in
promoting and rewarding the employees. In addition to this, the interns have pointed out that
the organization is not willing to use their ideas and expertise (Schaffer, Sandau & Diedrick,
2013). These interns are provided with tasks that are highly mundane and do not need any
management expertise. In addition to this, they are often looked down upon and treated
badly. Moreover, the female employees of the organization are often subjected to gender
biasness. Hence, it can easily be understood that the organization needs to take up proper
actions in order to maintain the healthy working culture (Chelladurai & Kerwin, 2017).
Working Procedure
Another important aspect to perform the cultural audit is the procedure of getting a
work done. To explain it further, it can be said that according to the reports, it has been
pointed out that the organization is highly dependent on the individualism method of working
(Collins & Collins, 2013). It completely lacks the process of cooperation and collaboration.
In addition to that, the senior management of CA is not willing to take up flexible working
methods. This is hampering the morale of the employees largely. Moreover, the stringent
rules and regulations are seen to be implemented only on the normal employees but not on
the top management. This is creating unrest amongst the employees. Moreover, the managers
are not willing to take up new technologies that can provide better support to the
management. Another important aspect in the organizational management is the flexibility of
funding (Harriss, MacSween & Atkinson, 2017). To perform the cultural audit of an
organization the flexibility of funding is to be monitored to understand the effectiveness of
organizational structure. It is noticed that Cricket Australia is generous in the cases of
funding the necessities of the players and the retired sportspersons. However, it has been

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noticed that the organization is not acting generation in cases of proper compensating the
intern (Benn, Edwards & Williams, 2014). They have complained of having a very low wage
during their internship.
Vision of the Organization
In the question of deciding company’s vision, it can be said that the organization has
very specific and lofty vision. They work in order to maintain the ethics and integrity of the
organization. The employees are well aware of the vision of the organization and the
importance of the sport to the entire nation. Hence, it can be said that the organization is
determined to hold the integrity of the game. In addition to that, the organization also points
out the reason of its existence. The organization focuses that the primary purpose of its
existence is to eradicate any unethical practices in the sport (Harriss, MacSween & Atkinson,
2017). However, it can be argued that in the present scenario the organization is not capable
of addressing all the issues that may hamper the reputation of the game as well as the
organization. In this context, it can be said that the organization needs to take up necessary
and immediate actions in order to eliminate such problems. It has been pointed out that the
organization needs to take up desired actions through which the employees who are
performing well can be rewarded. In addition to that, as per the case study it can be said that
the lack of recognition from the institution has demoralized the employees to a great extent.
They are not only showing less interest in the organizational betterment, but also are getting
involved in unethical activities (By, & Burnes, 2013). Hence, the organization needs to take
up immediate action so as to restore the integrity of the organization. The structure of the
organization is to be monitored in this regard.
According to Foddy & Savulescu (2017), an organization needs to take up proper and
necessary actions in order to eradicate any sort of discrepancies between the vision and