Posted: September 19th, 2022
refer to the attached post and type in the response for it.
(Adam)In an example like the Odebrecht case study from the book, it is easy to find the fault of the firm as they were the ones conducting the business side of all the shady dealings. Their practice of using bribes and kickbacks is an obvious ethical problem. The amount of money they were throwing around to be awarded contracts would have been obvious to plenty of people in the organization and the misconduct went on for years before they were caught. While they likely had an anti-corruption plan, when people ignore or don’t follow it the plan is useless.
The other guilty parties are not as obvious and don’t get the same blame for their part in the scandal. The governments, organizations, and non-profits that accepted the bribes and/or kickbacks also have ethical questions. The book stated that Odebrecht paid nearly $100 million in bribes in Venezuela and some quick searching has shown zero convictions from anyone in that country (Pinto, 2019).
The parties accepting the payments are just as ethically dubious as the parties offering the money.
It shouldn’t be difficult to establish corporate policies that create an ethical workplace, but it seems like there is always a corruption story somewhere in the world on the news. Most companies that deal with contracting have something on their external web page and/or an internal training that employees are mandated to take, but that isn’t enough. I think since the people who make these decisions and handle this type of money are almost always going to be near the top of the organization, it is going to come to the old cliché of “it starts at the top”. Hiring ethical executives who are accountable for the people directly beneath them is probably the best method to maintain integrity.
The idea of rewards and punishments is complicated when it comes to corruption. Punishments are easy, there should be a zero-tolerance policy. On top of the zero-tolerance policy I would explain that the organization would be looking at legal action against the individual. Regarding rewards, I think you could justify a payment to whistleblowers. At the same time, I don’t know if you should go too far because the employee would be doing something they are supposed to do anyway.
Pinto, J. K. (2019). Project Management: Achieving Competitive Advantage. Pearson.
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