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Z3zжж [  x*&O dd'   N  6Ah ? ̙33@ 0 (   v"  NG$ ?p"  HG ?p"  HG ?p"  HG ?p"  HG ?X  0 ?P X  0 ?    `4z_ж_ж81       Zd5z_ж_ж  +  X  0 ?_Ph  Z$6z_ж_ж _ z  *$O dd  Z5Pk ( C ^yH  0޽h ? ̙33  @^(    T6z_ж_ж ?Q` d *|Par Christie Husted PhD, Capella University Renee Gendron MA, Prsent au congrs 2010 de l'Association des sciences administratives du Canada 22-25 mai, 2010, Rgina, Saskatchewan O -;O -|Ox ddOx ddOx dd';'yT ;  y   Z5Pk ( C ^yp  T6z_ȯ_ȯ ?u 4Dviance organi-culturelle$O dd  Z5Pk ( C ^y<  c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++   P(  8 n nX  0 ?-X  0 ?Kn   TD7zpCpC ?9 $ La culture d'organisation a t dfinie en tant les esprances crites et non crites du comportement (des rgles et des normes) des membres de cette influence de l'organisation (Ross, 1995, p. 346). Comment probable une organisation peut placer des contraintes et la punition sur le comportement dviant, dtermine des niveaux du comportement dviant (Tittle, 1995) ~O ddO ddO dd''''8    Z5Pk ( C ^y  T7z_ȯ_ȯ ?Tg  &8Caractre d'une corporationL O ddO dd      Z5Pk ( C ^y<  c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++   `b(  x  T8zpCpC ?g ~Des niveaux de la commande sont reflts par la commande prouve travers tout nombre de domaines situationnels et globaux Piquero et Piquero (2006) Rapport entre le Prsident et le conseil i) peut entrer en contact entre le Prsident et le conseil ii) contrle - le comit social n'offre pas de surveillance or de supervision sur l'excutif iii) rapport de collaboration, iv) utiliser les forces de chaque partie (Cady et Soukup, 2008) O dd)O dO ddaO dd')//_//F )  _  Z5Pk ( C ^y  Td8z_ȯ_ȯ ?[ }e &8Caractre d'une corporationL O ddO dd      Z5Pk ( C ^y<  c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++    p(    T8zpCpC ? hDissertation doctorale de Husted (2008): Diffrentiation systmatique entre l'obscurit et les chefs de lumire: Est-ce un profil criminel de corporation possible? Conduite fonce, dfinie par 1949 inventions d'Edwin Sutherland (du terme crime intellectuel, la dfinissant comme acte criminel des individus respectables au cours de leurs mtiers Questions au sujet de la conduite Soucis concernant des interactions de groupe .O ddO d6O d0O d.O d)O d$O dd.O dd'/6/0/./)/$/./p  6 0 . ) $ . Z5Pk ( C ^yX  T$9z_ȯ_ȯ ?  Conduite fonce  O d  Z5Pk ( C ^y<  c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++&  $$)) #(   dB  <f3?c7  T9z_ȯ_ȯ ?`v  CONDUITE FONCE@       Z5Pk ( C ^ydB  <f3?nP  T9z_ȯ_ȯ ?= 1.gosme& *d '  Z5Pk ( C ^ydB  @ <f3?4N  TD:z_ȯ_ȯ ? 2. Motivation  Z5Pk ( C ^ydB  <f3?jJ  T:z_ȯ_ȯ ?_ 3. Occasion     Z5Pk ( C ^ydB  <f3?   T;z_ȯ_ȯ ?  44. Thorie de constrainte8       Z5Pk ( C ^ydB  <f3? 0   Td;z_ȯ_ȯ ? Y @T  .5. Thorie de conflit L*d *d' '   Z5Pk ( C ^ydB  <f3? V   T;z_ȯ_ȯ ? '   >46. Thorie d'actionnaire Z *d*d ' ''*     Z5Pk ( C ^ydB  <f3? X   T$47.Thorie de dpositaire Z *d*d '''*    Z5Pk ( C ^ydB  <f3? ]   Tz_ȯ_ȯ ?TM  ,12. Plaisir/ douleur L*d *d' '   Z5Pk ( C ^ydB  <f3?n  Td>z_ȯ_ȯ ?_ 213. Thorie de dissuasion$*d' Z5Pk ( C ^ydB  <f3?n ^  T>z_ȯ_ȯ ? P "14. Justification$*d' Z5Pk ( C ^ydB  <f3?TM l  T$?z_ȯ_ȯ ?T I  015.Dissonance cognitive $*d' Z5Pk ( C ^yX" ! 0?vX" " @ 0? X" # 0?r X" $ 0?& X" % 0?%yX" & 0?VX" ' 0? 1 ( T?z_ȯ_ȯ ?) LLe schma 1: cadre de conduite fone' '' Z5Pk ( C ^y< ) c $ ?  !  "   # $   %   &  '  ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++    $(  $"8  $X $ 0 ?gz $ T?z_ȯ_ȯ ?,  Justification8O dO d   Z5Pk ( C ^y> $ TD@zpCpC ?PI LArthur Levitt, ex-Prsident de la Commission des Oprations de Bourse (SEC- Security and Exchange Commission, Etats-Unis) de 1993 - 2001, indiqu l tait Une culture de Gamesmanship o on l'a considr comme bien se plier aux pressions des analystes. Une culture qui a cru tait correcte pour manipuler les nombres et pour plier les rgles et pour permettre des anomalies de glisser (Smith et autres, 2006). fO ddO -d* l-d0 l-d  l-d l- l-dp " dZ''*'0' '''''~  * 0       ^ 2Mh  %@[v < $ c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++     (b (  ( ( T@zpCpC ?y lLa pense de groupe se produit dans une situation dans laquelle un groupe est extrmement cohsif et il y a un dsir fort d'atteindre le consensus parmi des membres. Les signes du groupe pense: illusion d'invulnerability rationalisation collective illusion de la moralit strotype excessif pression de se conformer autocensure illusion de l'unanimit mindguards: les gens protge le groupe contre l'information extrieure O dd l-d l-d l-d l-d l-d l-d l-dI l-d'///////I/~        I Z5Pk ( C ^y: ( TAz_ȯ_ȯ ?T %   O d  Z5Pk ( C ^yX ( TdAz_ȯ_ȯ ?g   Pense de groupe O d  Z5Pk ( C ^y< ( c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++  ,n(  , , TAzpCpC ?` La culture d'organisation commence avec la grance (Rey 2002) Sans la dynamique cratrice de pouvoir critiquer ouvertement de manire constructive, un atmosphre de crainte, d'antipathie et de stagnation se dveloppe. ?O ddO ddO ddO dd?''''8?    Z5Pk ( C ^y , T$Bz_ȯ_ȯ ?p :Manque de critique (Yes-Men)@O d O d     Z5Pk ( C ^y< , c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++  0\(  0 0 TBzpCpC ?&K >Truab et Little (1975) ont dfini la dviance en tant que comportement qui violent des esprances institutionalises, c.--d., des esprances qui sont partages et identifies comme lgitimes dans un systme social Alison et al (2002) ont identifi la ncessit d'approcher le comportement utilisant une approche holistique; se concentrer sur l'interaction de la situation de la personne X rO ddOp dZOp dd''*   ^  'B]x  5Pk =Z 0 TBz_ȯ_ȯ ?7  "Influence sociale O d  Z5Pk ( C ^y< 0 c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++    4p(  4 4 TDCzpCpC ?7 @Argument pour inclure des personnes-processus et les dynamiques internes de l'organisation dans la dfinition de la responsabilit sociale des corporations (CSR) Le CSR doit galement inclure comment un tablissement surveille et contrle les interactions humaines se produisant dans son intrieur Concentrer sur la personne-dynamique non simplement pour des socits, mais galement pour des O.N.G.s, tablissements de gouvernement, socits prives  l-d l-d l-d ldd l-d'''''F     Z5Pk ( C ^yl 4 TCz_ȯ_ȯ ? r 4Dviance organi-culturelle O d  Z5Pk ( C ^y< 4 c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++   8d(  8 8 TDzpCpC ?72 .hProcessus - d'humains internes de chaque organisation, y compris une socit prive qui peut mener la dviance Les processus-humains incluent mais ne sont pas limit : Surveillance : Trop, trop peu Validation : Manque de critique (yes-men), Pense de groupe , mentalit de culte/troupe, justification rO ddO d:O dO dhO ddOp*ddr'/://h//Tr  :  h  ^  (C^y  6Ql>r 8 TdDz_ȯ_ȯ ?.  4Dviance organi-culturelle&O dd'  Z5Pk ( C ^y< 8 c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++\   ~v<(  <p < TDzpCpC ? DUn culte a t dfini par Robbins et Anthony en tant que groupe ayant la conduite de manipulation et bien fonde sur la puissance coercive. Avoir probablement : Chefs autoritaires Totalitarisme dans leur organisation Une forme spcifique d'endoctrinement (Richardson, 1993, P. 351) O ddOp dZp l-d'p l-dCp l-d'''''C'F   ' C Z5Pk ( C ^yj < T$Ez_ȯ_ȯ ?L  2Mentalit de culte/bande  O d  Z5Pk ( C ^y< < c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++    @t(  @ @ TEzpCpC ?7 d p Ox ddOx ddOx ddOx dd8    ^  &A \ w 4OjX @ 0 ?: &~ l 7  @ #"z 7 @ TEz__ж 7 -  @Points sur un culte selon Pavlos&!O dQ!&! Z5Pk ( C ^y @ TDFz__ж -  RCulte d'affaires - comme le comportement &*O dQ*&* Z5Pk ( C ^y @ TFz__ж333 7- S  |Un culte a un chef vivant dans lequel la direction du culte est place par les rvlations du chef$cO dQc'c Z5Pk ( C ^y @ TGz__ж333 - S  *DUn chef bon-vivant dont le charisme est employ pour manoeuvrer des disciples dans travailler vers la vision personnelle du chef, non pas la vision de compagnie DO dQO dQ&&  Z5Pk ( C ^y @ TdGz__жLLL 7S -  $BL'autorit du chef est absolue @!O dQO dQ!$$!  Z5Pk ( C ^yN  @ TGz__жLLL - S   Une personne qui microdirige, qui promulgue n'importe quelle sorte de pense indpendante, qui refuse d'entendre les suggestions du personnel ou des collgues et emploie des rapports transactionnels et la puissance coercive de gagner la conformit des disciples "O dQ& Z5Pk ( C ^yZ  @ S A ?  <  @ c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++    D(  DX D 0 ? X D 0 ? X D T$Hz_ж_ж ?n `  0O dd))  Z5Pk ( C ^y l 1Bb D #"1Cc D THz__ж 1  @Points sur un culte selon Pavlos&!O dQ!&! Z5Pk ( C ^y D THz__ж  1B RCulte d'affaires - comme le comportement &*O dQ*&* Z5Pk ( C ^y D TDIz__ж333   LUn culte promet des convertis le salut par le dur labeur et la fidlit $KO dQK'K Z5Pk ( C ^y D TIz__ж333  B  En termes d'affaires, ceci peut-tre traduit en plus grands bnfices, galisant plus tard avec un salaire plus lev tant que l'individu est dispos se conformer et traiter les comportements prescrits par le groupe et son chef $O dQ' Z5Pk ( C ^y  D TJz__жLLL  c TUn culte exige que les membres effectuent le travail avilissant pour la cause $OO dQO'O Z5Pk ( C ^yH  D TdJz__жLLL  Bc Ceux qui remettent en cause uniformment la vision du chef ou la stratgie sont relgues pour fonctionner au-dessous de leurs possibilits, et sont sujets la puissance coercive et aux reprsailles pour ne pas traiter les souhaits du groupe et de son chef $O dQ' Z5Pk ( C ^yj  D TJz_ȯ_ȯ ?0 O 2Mentalit de culte/bande  O d  Z5Pk ( C ^y<  D c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++    Hz(  HX H 0 ? X H 0 ?: p - H #""b`- H T$Kz__ж -O  @Points sur un culte selon Pavlos&!O dQ!&! Z5Pk ( C ^y H TKz__ж O - RCulte d'affaires - comme le comportement &*O dQ*&* Z5Pk ( C ^y H TKz__ж333 O W  2|Un culte promet le salut ternel pour leurs disciples fidles "?O dQ?&? Z5Pk ( C ^yB H TDLz__ж333 O W  Tant que les membres continuent faire ce que le chef leur dit de faire, ils maintiendront les rcompenses financires leves "O dQ& Z5Pk ( C ^y H TLz__жLLL W O F  (rLes convertis doivent s'isoler de la socit plus grande ":O dQ:&: Z5Pk ( C ^y,  H TMz__жLLL O W F  De plus en plus les affaires deviennent plus opaques, mme aux auditeurs et aux rgulateurs D]O dQO dG]&&]  Z5Pk ( C ^y  H TdMz__жfff F O  `Un culte dcourage fortement la pense critique "1O dQ1&1 Z5Pk ( C ^y  H TMz__жfff O F  ,*Le chef de la compagnie s'entoure lui-mme des  personnes-oui . Les  personnes-oui sont des personnes qui ne questionnent pas les actions du chef. RO dQO dQ'$$*   Z5Pk ( C ^yj  H T$Nz_ȯ_ȯ ?T C 2Mentalit de culte/bande  O d  Z5Pk ( C ^y<  H c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++&  H@0 L(  LX L 0 ?I ' D L TNzpCpC ?I   &Op dd ^  &A \ w 4OjX L 0 ? .p - L #""i&- L TNz__ж -O  @Points sur un culte selon Pavlos&!O dQ!&! Z5Pk ( C ^y L TDOz__ж O - RCulte d'affaires - comme le comportement &*O dQ*&* Z5Pk ( C ^y L TOz__ж333 O ^ PUn culte cre des sentiments forts de dpendance entre les membres de culte $MO dQM'M Z5Pk ( C ^yh L TPz__ж333 O ^ Les ouvriers directement impliqus dans la fraude ou l'acte criminel deviennent de plus en plus hostiles aux trangers. HyO dGO dGy''y  Z5Pk ( C ^yP  L TdPz__жLLL ^O f   Un culte endoctrine des membres par la personnalit extrme, l'attitude, la croyance et les techniques comportementales de changement.$O dQ' Z5Pk ( C ^y  L TPz__жLLL O ^f  Les ouvriers deviennent de plus en plus consomms par leur emploi, leur vie personnelle est hors de l'quilibre avec leur vie au travail. HO dQO dG''  Z5Pk ( C ^y  L T$Qz__жfff f O  ^Un culte pratique les rituels qui sont psychologiquement malsains pour les membres $TO dQT'T Z5Pk ( C ^yN  L TQz__жfff O f   L'excution connexe par travail est de plus en plus juge par la mesure dure au lieu d'une combinaison de la mtrique dure et douce. $O dQ' Z5Pk ( C ^yj  L TQz_ȯ_ȯ ? CO 2Mentalit de culte/bande  O d  Z5Pk ( C ^y< L c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++T   vn@P(  P\ P TDRzpCpC ?#~  Surveillance exagre: Les responsables d'Enron ont conduit des analystes de Wall Street l'endroit o se faisaient le commerce (salles prcdemment vides  les salles remplient de faon trompeuse donna l'impression de tout fonctionnait bien). Trop de surveillance peut men micro-managing, intimidation, perte de pense critique dans le personnel; dpendance excessive sur quelques personnes  l-dp " ddp l-dp " ddf''t'''Tf  t    Z5Pk ( C ^yv P TRz_ȯ_ȯ ?,  Supervision8O d O d     Z5Pk ( C ^y< P c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++T  vnPT(  Td  T #"2&V T BSzhhh > ^ $Charme superficiel$O dV'  Z5Pk ( C ^yD T BdSzhhh > ^ Grandiose$ O dV '   Z5Pk ( C ^yJ T BSzhhh ^>  Manipulation$ O dV '   Z5Pk ( C ^yB T B$Tzhhh > ^ Duperie $ O dV '   Z5Pk ( C ^yV T BTzhhh >  $Manque de remords $O dV'  Z5Pk ( C ^yZ T BTzhhh >  (Affect peu profond $O dV'  Z5Pk ( C ^y T BDUzhhh > K  NManque d'acceptation de responsabilit $(O dV(' ( Z5Pk ( C ^y  T BUzhPhh > K  TManque de se conformer aux normes sociales$+O dV+' + Z5Pk ( C ^yH  T BVzhhh K >  Impulsivit$ O dV '   Z5Pk ( C ^yp  T BdVzhhh > K   >Irritabilit et/ou agressivit $ O dV '   Z5Pk ( C ^y  T BVzhPhh  >  "jNgligence pour la sret pour l'individu ou d'autres$6O dV6' 6 Z5Pk ( C ^yt  T B$Wzhhh >   BManque de conscience de soi-mme $"O dV"' " Z5Pk ( C ^y\ T BWzhhh  > 8 *Manque d'autocontrle$O dV'  Z5Pk ( C ^yz T BWzhhh > 8 HIncapacit de contrler des motions$%O dV%' % Z5Pk ( C ^y\ T BDXzhhh 8>  *Motivation d'individu$O dV'  Z5Pk ( C ^y T BXzhhh > 8 TIncapacit de bon rapport avec les autres $+O dV+' + Z5Pk ( C ^yn T TYz_ȯ_ȯ ?M O 6Indications d'avertissement O d  Z5Pk ( C ^y< T c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++z  `X8(  X X TdYzpCpC ?`E 2Dre. Christie Husted chusted[@]sbmconsultingservices.com Rene Gendron, MA, reneegendron[@]hotmail.com ou rgendron[@]ciian.org Dossiers avec article complet et la prsentation disponibles p ldd%p " ddp " ddp lddp " ddp " ddp " dd=p l-dp " dd%=''~ %      =  ^  %@[v  3Ni 9B X TYz_ȯ_ȯ ?   Merci O d  Z5Pk ( C ^y< X c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++  p\(  \j \ BA ?< \ c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++     ` (  `. ` T$Zz_ж_ж ? ` BAlison, L., Bennell, C., Mokros, A., & Omerod, D. (2002). The personality paradox on offender profiling: A theoretical review of the processes involved in deriving background characteristics from crime scene actions. Psychology: Public Policy and Law, 8(1), 115-135. Cady, Joseph, H.; Soukup, William, R., (2008),  The Ugly Truth about Board Relations: SOX Isn't the Biggest Problem, It's the Interpersonal Relationships. Here is a Way to Move Your Board from Dysfunctional to Optimal , in ABA Banking Journal, Vol. 100, Issue 2, Simmons-Boardman, (Gale Cengage Learning), pages 47-48 Coleman, J. (1987). Toward an integrated theory of white-collar crime. American Journal of Sociology, 93(2), 406-439 Corporate (2009), In The FreeOnline Dictionary by Farflex. Retreived May 15, 2009, from The Free  p  dddp  dd]p  dd~p  ddup  ddap  ddp " dd!/5]eG! %' !    / 5 ]  e G !    % '  ^ Tn + F a | 9ToTTL ` TZz_ȯ_ȯ ?j7 Rfrences O d    Z5Pk ( C ^y< ` c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++     dv (  d> d TZz_ж_ж ?  ` Cressey, D. (1953, 1971). Other's people money: A study in the social psychology of embezzlement. Belmont, MA: Wadsworth Felo, A., (2001, August),  Ethics programs. Board involvement, and potential conflicts of interest in corporate governance , Journal of Business Ethics, Vol. 32 Issue 3, 205. Gray, Kenneth R.; Clark, George, W., (2002), Addressing Corporate Scandals through Business Education, International Journal on World Peace, Vol. 19(4), 49-51 Husted, C., (2008), Systematic Differentiation Between Dark and Light Leaders: Is a Corporate Criminal Profile Possible, Capella University Moore, J. (1992). Corporate culpability under the federal sentencing guidelines. Arizona Law Review, 34. Online Dictionary: http://www.thefreedictionary.com/corporateyp  ddp  ddp  ddp  dd]p  ddp  dd>p  ddGb4g1 Q  + G   b 4 g 1     Q        + ^ Tn + F a | 9ToTT< d c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++p     h. (  h h TD[z_ж_ж ? ` r Piquero, N., & Piquero, A. (2006). Control balance and exploitative corporate crime. Criminology, 44(2), 397-430. Piquero, N., Exum, L., & Simpson, S. (2005). Integrating the desires for control and rotational choice in the corporate crime context. Justice Quarterly, 22, 252-280. Rey, J., (2002),  Lessons Learned from Enron. Say  No to  Yes-Men , in About.Com: Management, September 19, 2002, Retrieved January 20, 2010 from http://management.about.com/cs/generalmanagement/a/Enron091902.htm Richardson, James, T., (1993), Definitions of Cult: From the Sociological-Technical to Popular-Negative, Review of Religious Research, Vol. 34(4): 351 Ross, D.; Benson, J., (1995),  Cultural Change in Ethical Redemption: A Corporate Case Study , in The Journal of Business Communication, Vol. 32, Issue 4, Association for Business sp  ddp  ddp  ddp  ddp  ddp ddU j>WU        j    > W  ^ Tn + F a | 9ToTT< h c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++:   \ T l (  l l T[z_ж_ж ? ` < $Smith, H. & Schaffer, M. (Writer), & Schaffer, M. (Director). (2006). Bigger Than Enron [Video recording]. Schaffer, M. (Producer), Frontline. Boston, MA: PBS. Sutherland, E. (1934). Principles of criminology. Chicago, IL: Yale University Press. Sutherland, E. (1949). White collar crime. New York: Holt, Rinchart and Winston Traub, S., & Little, C. (1975). Theories of Deviance. Peacock Publishers, (Itasca, IL). Tittle, C. (1995), Control Balance Theory, Boulder, CO: Westview Velasquez, M. (2003). Debunking corporate moral responsibility. Business Ethics Quarterly. 13(4) William, C.F., (1995), Values, Nature and Culture in the American Corporation, (Oxford University Press), page 83 Wetherell, M. (1996). Identities Group and Social Issues. Sage Publications (London). vp  ddWp  ddp  ddAp  ddcp  ddsp  ddYp  ddp ddp "ddp "dd &E"ABsY      &   E  " A B   s Y    ^ Tn + F a | 9ToTT< l c $ ? ̙33ZR___PPT102.]0G+D' = @B D' = @BA?%,( < +O%,( < ++2 5 pn(  pJ p T\z_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yX p C ?    p 0 ? ,   H p 0޽h ? ̙33     tX (  tJ t Td\z_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ t T\z_ж_ж ?_  *$O dd  Z5Pk ( C ^yp t H$?yg%  t T$]z_ж_ж ? /   hRThe term corporate, as used throughout this article, is defined as acts  done by or characteristic of individuals acting together;  a joint identity ;  the collective mind ;  the corporate good " (Corporate, 2009). The term corporate criminal has been used to describe a myriad of deviant acts in the course of business. For the purposes of this article, the terms white collar crime, deviant corporate behavior and corporate criminal are used interchangeably. All three terms for this article will pertain to illegal acts engaged in by a company. f'Op ddOp ddOp dd'!!!*'   Z5Pk ( C ^yH t 0޽h ? ̙33B    x~ (  xJ x T]z_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ x T]z_ж_ж ?_  *$O dd  Z5Pk ( C ^yp x H$?yg% * x TD^z_ж_ж ? /   xFelo (2001) indicated corporate governance structure can lead to conflicts of interest when directors have direct affiliation with the corporation and/or its management team. Their relationship with the corporation and/or management team may result in the director s reluctance in confronting and disciplining ineffective managers. Directors having financial interest in the organization may be reluctant to confront wrongdoers for fear of losing the organization s business. The lack of director oversight and confrontation with wrongdoers relates back to the situational factors of low social control and deterrence theory. Felo s (2001) findings suggested the need to look at the organization s checks and balances system; specifically, whether the checks and balances systems are inside or outside the control of the organization. Felo s findings suggest the need to look at the leader s organization and whether or not the accountants provided consulting services to the firm and/or directors had an affiliation with the firm or its management team other than as a director. ftOp ddOp ddOp ddt!!!*t   Z5Pk ( C ^yH x 0޽h ? ̙33"     |^ (  |J | T^z_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ | T_z_ж_ж ?_  *$O dd  Z5Pk ( C ^yp | H$?yg%  | Td_z_ж_ж ? /   nDr. Husted cautioned in her dissertation that the results leading to a Preliminary Dark Leadership Profile should not be used by Human Resource Specialists and organizations to isolate or discriminate against current or potential employees. The Dark Leadership Profile should be used in conjunction with the Dark Leadership Framework to analyze organizations current infrastructure, policies, environmental, economic, and other situational factors, composition of Board of Directors and checks and balances systems to determine if these elements are conducive to the manifestation of Dark Leadership. The research findings suggested personality characteristics by themselves do not lead to the manifestation of Dark Leadership. Environmental and situational factors, combined with personality characteristics give rise to a propensity towards Dark Leadership. Op ddOp ddkOp ddOp ddOp ddOp dd!!k!!!!T  k    Z5Pk ( C ^yH | 0޽h ? ̙33  ld(  J  T_z_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yX  C ?     T$`z_ж_ж ? 0   $F Some of the components contained in this framework led to further hypotheses of situational and relational factors being supporting factors in the development of corporate wrong-doing such as: 4. Robert Merton s (1938) strain theory was based on the notion that society dictates what is considered valuable within their culture. In capitalist society it is believed to be: money, power, wealth, material goods, and status. Society also dictates what acceptable means to obtaining these items are. 10. Interactionists see motivation as a symbolic construct. The meaning that individuals attribute to a particular situation and to social reality in general, structures their experience and makes certain courses of action seem appropriate while others are excluded or ignored. (Coleman, 1987, p. 410) Moore (1992) believed corporate crime is the result of the organization s goals, rules, policies and procedures being imposed upon the leader. She believed the corporate culture and its conduct are transcended to the organization s leader. Moore s discussion on leaders being socialized into criminal behavior through the organization s corporate culture is reminiscent of Sutherland s (1934) discussion on differential association. Sutherland (1934) believed individuals engage in criminal activity as a result of their association with others who teach the individual behaviors and instill attitudes and beliefs conducive to criminal conduct. Sutherland claimed some individuals belong to associations who are more accepting of and/or expose the individual to higher amounts of criminal behavior. 14 & 15. Leads us to our next slides on justification, yes men and cognitive dissonance Op dZOp dZ2Op dZOp dZ0Op dZOp dZOp dZOp dZpOp dZOp dZXOp dZOp dZ# # 2# # 0# # # # p# # X# #   2  0    p  X  Z5Pk ( C ^yJ  T`z_ж_ж ?_  *$O dd  Z5Pk ( C ^yH  0޽h ? ̙33  rj(  J  T`z_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  TDaz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg%   Taz_ж_ж ? /    A common justification used for unethical and often criminal behavior, is that others (competitors) are also engaging in the same behavior. Failure to engage in the same unethical / criminal behavior would lead to a fall in stock prices, which in turn, would lead to a reduction in company worth. This in turn would lead to fewer returns for the investors. (Gray et al, 2002, p. 49-51) Cressey (1971) found white-collar criminals used neutralization and justification to deny harm. This allowed the white-collar criminal to maintain and portray a non-deviant image to themselves and society. For example, most white-collar offenders  would not have committed their offenses if they had defined such activities as simple theft instead of borrowing (Coleman, 1987, pp. 410-411). The white-collar criminal s ability to neutralize and justify their behavior helps to minimize his/her culpability in the eyes of the public. White-collar crimes are viewed by the public with apathy. This helps to confirm the offender s notion that they are engaging in acts that are not considered by society as being harmful and deviant. Op ddOp ddOp ddOp dd!!!!8    Z5Pk ( C ^yH  0޽h ? ̙33     8 (  J  Tbz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tdbz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg%   Tbz_ж_ж ? /   H Neutralization and justification was found to further perpetuate the Dark leader s perception of being a martyr. They saw the laws and rules as unjust. They had a sense that they were owed something in return for their plight. They began deceiving themselves as well as others, when they failed to entertain reality; opting instead to surround themselves with  yes people who along with the leader engaged in  group think. Thus, the Dark Leader surrounded himself with people who would support and not question his decisions, providing nourishment for the leader s cognitive dissonance. Groupthink can occur where the leader s advisors delude themselves into agreement with the leader. Research in impression management indicates not only that one s self-descriptions are effective in deceiving an audience, but also that they may deceive the presenter as well. This is especially true when the audience reinforces and approves the individual s image. (pp. 50-51) SOp ddOp dd{Op ddOp ddOp ddOp ddS!!{!!!!TS  {    Z5Pk ( C ^yH  0޽h ? ̙33   X P 0 (  J  T$cz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tcz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg%   Tcz_ж_ж ? /   Dark Leaders surrounded themselves with  yes people. They were found to demand loyal lieutenants to transact their wishes out of fear of reprisal and repercussion. Thus, resulting in unquestioned authority. The organizations were decentralized. Also found was a transactional nature in asserting their authority, coupled with decentralization reduced the likelihood of an effective checks and balances system to deter illegal and/or unethical behavior from occurring. These situational factors are believed to lead to an organizational culture of what this researcher calls  organi-cultural deviance . This deviant sub-culture is believed to be similar to gang cultures, and pack mentality found in the study of common crime. The researcher suggests further research in the areas of the leader s and follower s influence upon one another; socialization into a culture of deviance and peer pressure. DOp ddOp dd!!  Z5Pk ( C ^yH  0޽h ? ̙33>  @z(  J  TDdz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tdz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg% &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33t    P(  J  Tez_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tdez_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg% \  Tez_ж_ж ? /    Debate continues in social responsibility whether to hold the individual or corporation responsible for violations of law. Velasquez (2003) believed organization s actions are products of its members and leader s intent. This ongoing debate results in this paper s exploratory discussion between corporate social responsibility and employee relational dynamics in preventing wrong-doing."Op dd! Z5Pk ( C ^yH  0޽h ? ̙33>   `z(  J  T$fz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tfz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg% &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33>   pz(  J  Tfz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  TDgz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg% &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33&   b(  J  Tgz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Thz_ж_ж ?_  *$O dd  Z5Pk ( C ^yX  C ?$   &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33&   b(  J  Tdhz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Thz_ж_ж ?_  *$O dd  Z5Pk ( C ^yX  C ?$   &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33&  b(  J  T$iz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tiz_ж_ж ?_  *$O dd  Z5Pk ( C ^yX  C ?$   &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33&  b(  J  Tiz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  TDjz_ж_ж ?_  *$O dd  Z5Pk ( C ^yX  C ?$   &  0 ? /   "Op dd! Z5Pk ( C ^yH  0޽h ? ̙33b      (  J  Tjz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  Tkz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg% J  Tdkz_ж_ж ? /   hIt is believed organizations with an ability to assess their current infrastructure, policies, environment, economy, and other situations, composition of their Boards of Directors and checks and balances systems will be able to devise policies and procedures for oversight to avoid placing themselves and their leaders in a situation that gives rise to Dark Leadership It is not possible to prevent all situations in which corporate wrong doing will occur. What is possible, is to reduce the situations in which the likelihood for wrong doing increases. One situation in which a board member or executive can take preventative measure, is in the relationship between the board and the CEO. qOp ddOp ddBOp ddOp ddq!!B!!8q  B  Z5Pk ( C ^yH  0޽h ? ̙332     n (  J  Tkz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yX  C ?   2  T$lz_ж_ж ? 0    Corporations must be watchful of charismatic leadership. It is not the charisma per se, rather the type of interactions between the leader and the teammates. Characteristics of pseudo-transformational leadership, antisocial personality disorder, psychopathy and what Husted described as being characteristics of  Emotional Ignorance are believed to be significant contributors in the development of Organi-cultural Deviance. These characteristics include traits included on this slide. If the leader prevents any proper outside oversight, prevents non-members from reviewing the work or is hostile to a periodic change in group membership (to prevent group think and to prevent a cult-like mentality), are warning signs that something may be unhealthy in the group dynamics. Op ddOp dd!Op ddOp ddOp dd!!!!!!F  !   Z5Pk ( C ^yJ  Tlz_ж_ж ?_  *$O dd  Z5Pk ( C ^yH  0޽h ? ̙33>  z(  J  Tlz_ж_ж ?_ ~ *$O dd  Z5Pk ( C ^yJ  TDmz_ж_ж ?_  *$O dd  Z5Pk ( C ^yp  H$?yg% &  0 ? /   "Op dd! 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