DOCSLIB.ORG

Whistleblowing, Communication and Consequences

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Whistleblowing, Communication and Consequences Whistleblowing, Communication and Consequences Whistleblowing, Communication and Consequences offers the first in-depth analysis of the most publicized, and morally complex, case of whistleblowing in recent Scandinavian history: the Norwegian national lottery, Norsk Tipping. With contributions from the whistleblower himself, as well as from key voices in the field, this book offers unique perspectives and insights into not only this fascinating case, but also into whistleblowing and wrongdoing in organizations more broadly. An international team of scholars use 14 different theoretical lenses to show the complex and multi-faceted nature of whistleblowing. The book begins with an ethnographic account by the whistleblower story and proceeds into an analysis of the literature and conceptual topics related to that whistleblowing incident to present the lessons that can be learned from this extreme example of institutional failure. This fascinating, complex, and multi-theoretical book will be of great interest to scholars, students, and industry leaders in the areas of public relations, corporate communication, leadership, corporate social responsibility, whistleblowing, and organizational resistance. Peer Jacob Svenkerud, Ph.D., Ohio University, Professor and Dean at the School of Business and Social Sciences, Inland University of Applied Sciences, Norway. Jan-Oddvar Srnes, Ph.D., Norwegian University of Science and Technology, Organizational Communication, Nord University, Business School. Larry Browning, Ph.D., The Ohio State University, Professor Emeritus, William P. Hobby Centennial Professor of Communication, Department of Communication Studies, University of Texas at Austin, Moody College of Communication and Adjunct Professor of Management, Nord University Business School, Bod, Norway. Routledge Studies in Communication, Organization, and Organizing Series Editor: François Cooren The goal of this series is to publish original research in the field of orga- nizational communication, with a particular—but not exclusive—focus on the constitutive or performative aspects of communication. In doing so, this series aims to be an outlet for cutting-edge research monographs, edited books, and handbooks that will redefine, refresh, and redirect scholarship in this field. The volumes published in this series address topics as varied as branding, spiritual organizing, collaboration, employee communication, corporate authority, organizational timing and spacing, organizational change, organizational sense making, organization membership, and disorganization. What unifies this diversity of themes is the authors’ focus on communication, especially in its constitutive and performative dimensions. In other words, authors are encouraged to highlight the key role communication plays in all these processes. Authority and Power in Social Interaction Methods and Analysis Edited by Nicolas Bencherki, Frédérik Matte and François Cooren Organizing Inclusion: Moving Diversity from Demographics to Communication Processes Edited by Marya L. Doerfel and Jennifer L. Gibbs Whistleblowing, Communication and Consequences Lessons from The Norwegian National Lottery Edited by Peer Jacob Svenkerud, Jan-Oddvar Srnes and Larry Browning For more information about this series, please visit: www.routledge.com/ Routledge-Studies-in-Communication-Organization-and-Organizing/ book-series/RSCOO Whistleblowing, Communication and Consequences Lessons from The Norwegian National Lottery Edited by Peer Jacob Svenkerud, Jan-Oddvar Sørnes and Larry Browning First published 2021 by Routledge 52 Vanderbilt Avenue, New York, NY 10017 and by Routledge 2 Park Square, Milton Park, Abingdon, Oxon, OX14 4RN Routledge is an imprint of the Taylor & Francis Group, an informa business © 2021 Taylor & Francis The right of Peer Jacob Svenkerud, Jan-Oddvar Sørnes and Larry Browning to be identified as the authors of the editorial material, and of the authors for their individual chapters, has been asserted in accordance with sections 77 and 78 of the Copyright, Designs and Patents Act 1988. The Open Access version of this book, available at www. taylorfrancis.com, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives 4.0 license. Trademark notice: Product or corporate names may be trademarks or registered trademarks, and are used only for identification and explanation without intent to infringe. Library of Congress Cataloging-in-Publication Data A catalog record for this book has been requested ISBN: 978-0-367-42133-5 (hbk) ISBN: 978-0-367-82203-3 (ebk) Typeset in Sabon by Apex CoVantage, LLC Contents List of Figures viii List of Tables ix List of Contributors x Preface xiii PART I Introduction 1 1 Alone Against the Organization—Peerʼs Whistleblower Story 3 PEER JACOB SVENKERUD 2 Whistleblowing, Voice, and Monomythology: The Prospect for Analysis 15 LARRY BROWNING, JAN-ODDVAR SØRNES, AND PEER JACOB SVENKERUD PART II What Goes Wrong? 29 3 Truth-Telling and Organizational Democracy: The Rhetoric of Whistleblowing as an Act of Parrhesia 31 RONALD WALTER GREENE, DANIEL HORVATH, AND LARRY BROWNING 4 Smothered by Paradoxes and Swamped by Procedures: The Legal Context of the Case 46 ANNE OLINE HAUGEN 5 Whistleblowing, Identity Construction, and Strategic Communication 61 COREY BRUNO AND CHARLES CONRAD vi Contents PART III How Does It Happen? 79 6 Sensemaking and Whistleblowing 81 KARL E. WEICK 7 Ethical Blindness as an Explanation for Non-Reporting of Organizational Wrongdoing 93 EINAR ØVERENGET AND ÅSE STORHAUG HOLE 8 Chronotopic Distinctions in Whistleblowing Events: X-Rays of Power and Sustaining Values 110 SARAH AMIRA DE LA GARZA 9 Whistleblowing: Making a Weak Signal Stronger 122 BJØRN T. BAKKEN AND THORVALD HÆREM PART IV What Makes Whistleblowing a Risky Business? 137 10 Blowing the Whistle Is Laden With Risk 139 JOSEPH McGLYNN 11 Hero or “Prince of Darkness”? Locating Peer Jacob Svenkerud in an Attributions-Based Typology of Whistleblowers 151 BRIAN K. RICHARDSON 12 Norsk Tipping’s Loneliest Stakeholder: Crisis, Issues, and the Stakeholder Voice 164 AUDRA DIERS-LAWSON PART V How to Encourage Employees to Report Wrongdoing 183 13 The Influence of Psychological Contracts on Decision- Making in Whistleblowing Processes 185 ÅSE STORHAUG HOLE AND THERESE E. SVERDRUP 14 Culture Eats Control for Breakfast: The Difficulty of Designing Management Systems for Whistleblowing 201 JUNE BORGE DOORNICH Contents vii 15 Whistleblowing as a Means of (Re)Constituting an Organization 214 WILLIAM ROTHEL SMITH III, JEFFREY W. TREEM, AND JOSHUA B. BARBOUR PART VI Epilogue 229 16 Epilogue: God and Devil, Hero and Villain, and the Long Journey Ahead 231 RITA L. RAHOI-GILCHREST Index 240 Figures 11.1 Typology of Whistleblowers 154 12.1 Examples of Some of Norsk Tipping’s Stakeholders 169 12.2 The Stakeholder Relationship Management Model 171 13.1 The Whistleblowing Process 188 Tables 2.1 Campbell’s Monomyth 22 14.1 Management Control Systems Package 203 Contributors Bjrn T. Bakken, Ph.D., BI Norwegian Business School. Associate Profes- sor of Crisis Management, Inland Norway Business School (Campus Rena), Inland Norway University of Applied Sciences, Elverum, Nor- way. [email protected] Joshua B. Barbour, Ph.D., The University of Illinois at Urbana-Champaign. Associate Professor, Department of Communication Studies, Univer- sity of Texas at Austin, Moody College of Communication, barbour- [email protected] Larry Browning, Ph.D., The Ohio State University. Professor Emeritus, William P. Hobby Centennial Professor of Communication, Depart- ment of Communication Studies, University of Texas at Austin, Moody College of Communication and Adjunct Professor of Management, Nord University Business School, Bod, Norway. lbrowning@mail. utexas.edu Corey Bruno, B.A. Communication, Texas A&M University, Operations Manager, Abraham Logistics LLC, [email protected] Charles Conrad, Professor of organizational communication and organi- zational rhetoric in the Department of Communication at Texas A&M University, [email protected] Sarah Amira de la Garza, Ph.D., University of Texas at Austin, Associ- ate Professor, Southwest Borderlands Scholar, Hugh Downs School of Human Communication, Affiliated Faculty in School of Transborder Studies and School of Social Transformation, Arizona State University, Tempe. [email protected] Audra Diers-Lawson, Ph.D., University of Texas at Austin. Senior Lec- turer at Leeds Beckett University, United Kingdom. audra.lawson@ leedsbeckett.ac.uk June Borge Doornich, Ph.D., Associate Professor in Strategy and Control at Nord University Business School, Bod, Norway. June.b.doornich. nord.no Contributors xi Ronald Walter Greene, Ph.D., The University of Illinois at Urbana- Champaign. Professor and Chair, Department of Communication Stud- ies, University of Minnesota (Twin Cities), [email protected]. Thorvald Hærem, Ph.D., Copenhagen Business School, Professor of Organizational Psychology, Norwegian School of Management, thor- [email protected] Anne Oline Haugen, Cand. Jur., Professor of Law, Inland School of Business and Social Sciences, Inland Norway University of Applied Sciences, Department of Law and Norwegian University of Science and Technology, Faculty of Architecture and Design, Department of Design, [email protected] Åse Storhaug Hole, Cand Scient., Norwegian School of Sports. MPA, University of Karlstad. Professor at the Department of Organization, Leadership and Management, Inland Norway School of Business and Social Sciences, Inland Norway University
Load more

Recommended publications
  • Towards an Understanding of Employees of Color's Responses To
    Weakness in Numbers: Towards an Understanding of Employees of Color’s Responses to Organizational Research Efforts Vickie Cox Edmondson The University of Alabama at Birmingham Jodi Barnes North Carolina State University Gouri Gupte The University of Alabama at Birmingham ABSTRACT Employees of color have been reluctant to respond or to give candid responses when participating in organizational research, putting its validity at risk. In this literature review, we examine how employees of color’s assessment of and satisfaction with an organization‘s commitment to diversity affect their willingness to participate in organizational research efforts in multicultural organizations. Two general propositions are explored but not tested: (1) responding openly is of little or no utility to employees of color, and thus responding is of no genuine value, and (2) responding candidly could lead to adverse consequences for them. Introduction Organizational research is often designed to solve practical problems in the business environment such as assessment of needs, making policy decisions, long-range planning, communicating what is important to stakeholders, and gaining employee feedback. However, some employees refuse to participate in organizational research or will not provide candid feedback to effectual audiences during the process. Thus, management’s ability to adequately understand, evaluate, and improve the organization’s well-being and effectiveness by assessing the perceptions and attitudes of this primary stakeholder group is limited. Of central interest in this paper are the perceptions, beliefs and behaviors of employees of color toward organizational satisfaction surveys and like attempts to gather perceptual data in regard to competitive strategies. People of color have been reluctant to respond to organizational research – particularly organizational satisfaction surveys – (Birnbaum & Weston, 1974) or to do so with full candor.
    [Show full text]
  • ANNUAL REPORT 2015 16 A70 TV Acad Ad.Qxp Layout 1 7/8/16 11:43 AM Page 1
    ANNUAL REPORT 2015 16_A70_TV_Acad_Ad.qxp_Layout 1 7/8/16 11:43 AM Page 1 PROUD MEMBER OF »CBS THE TELEVISION ACADEMY 2 ©2016 CBS Broadcasting Inc. MESSAGE FROM THE CHAIRMAN AND CHIEF EXECUTIVE OFFICER AS THE QUANTITY AND QUALITY OF CONTENT HAVE INCREASED in what is widely regarded as television’s second Golden Age, so have employment opportunities for the talented men and women who create that programming. And as our industry, and the content we produce, have become more relevant, so has the relevance of the Television Academy increased as an essential resource for television professionals. In 2015, this was reflected in the steady rise in our membership — surpassing 20,000 for the first time in our history — as well as the expanding slate of Academy-sponsored activities and the heightened attention paid to such high-profile events as the Television Academy Honors and, of course, the Creative Arts Awards and the Emmy Awards. Navigating an industry in the midst of such profound change is both exciting and, at times, a bit daunting. Reimagined models of production and distribution — along with technological innovations and the emergence of new over-the-top platforms — have led to a seemingly endless surge of creativity, and an array of viewing options. As the leading membership organization for television professionals and home to the industry’s most prestigious award, the Academy is committed to remaining at the vanguard of all aspects of television. Toward that end, we are always evaluating our own practices in order to stay ahead of industry changes, and we are proud to guide the conversation for television’s future generations.
    [Show full text]
  • Effects of Organizational Cynicism Occupational Commitment and Organizational Dissent on Knowledge Inertia
    Kalem Eğitim ve İnsan Bilimleri Dergisi 2021, 11(2), 389-413, doi: 10.23863/kalem.2021.175 Effects of Organizational Cynicism Occupational Commitment and Organizational Dissent on Knowledge Inertia Doç. Dr. Mustafa ÖZGENEL* İstanbul Sabahattin Zaim Üniversitesi, Eğitim Fakültesi, Temel Eğitim Bölümü, İstanbul / Türkiye, [email protected], ORCID: 0000-0002-7276-4865 Dr. Öğr. Üyesi Mehmet ÇETİN İstanbul Sabahattin Zaim Üniversitesi, İşletme ve Yönetim Bilimleri Fakültesi, İşletme Bölümü, İstanbul / Türkiye, [email protected], ORCID: 0000-0001-9773-9714 Abstract As adaptation, flexibility, change, responsiveness, and agility increasingly become inevitable components of success; knowledge inertia stands as one of the most essential obstacles for contemporary organizations. Given the nature of their mission, knowledge inertia is specifically crucial for the effectiveness of educational organizations, yet it remains as an understudied concept that necessitates further efforts. This paper contributes to our understanding on the antecedents and the underlying mechanisms on how these antecedents yield to knowledge inertia via an original research model. We ran our analysis on the data from a total of 440 teachers working in public schools. Correlation analysis and structural equation modeling was used for testing the links between variables. Results of the path analysis indicate a significant positive direct effect of organizational cynicism on knowledge inertia, and negative direct effects on occupational commitment and organizational dissent. Both * Sorumlu Yazar. Tel: +90 (212) 692 89 53 Makale Tarih Bilgisi. Gönderim: 19.06.2021, KaBûl: 12.12.2020, Erken Görünüm: 25.02.2021, Basım: Aralık, 2021 © 2021. Kalem Eğitim ve Sağlık Hizmetleri Vakfı. Bütün Hakları Saklıdır. ISSN: 2146-5606, e-ISSN: 2687-6574.
    [Show full text]
  • Silence in Organizations and Psychological Safety: a Literature Review
    View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Repositório da Universidade dos Açores European Scientific Journal August 2015 /SPECIAL/ edition ISSN: 1857 – 7881 (Print) e - ISSN 1857- 7431 SILENCE IN ORGANIZATIONS AND PSYCHOLOGICAL SAFETY: A LITERATURE REVIEW Daniel Costa Pacheco, BSc Ana Isabel Damião de Serpa Arruda Moniz, PhD University of the Azores, Portugal Suzana Nunes Caldeira, PhD University of the Azores, Portugal - CICS.NOVA.UAçores Abstract In the business world, employees can contribute with information, ideas, concerns, opinions and proposals to their managers in respect of: (1) the way work could be performed, (2) what should / should not be done in the workplace, (3) how a particular decision can be implemented, and (4) how an organizational policy should be formed and executed (Rego, 2013). However, due to a diverse set of factors, employees often choose to remain silent in the workplace. One of these factors is psychological safety, which describes employees’ perceptions of the consequences of taking interpersonal risks in the workplace (Edmondson, 2014). The following paper is essentially a literature review and its aim is to, firstly, make a brief approach to factors reported in the literature that may affect employee voice and silence, followed up by an explanation of the types of silence that can be engaged by employees. Besides that, the authors will also make an approach to physical and psychological safety. Lastly, it will be reported some links, mentioned in the literature,
    [Show full text]
  • Temporary Workers, Permanent Consequences
    Temporary workers, permanent consequences: Behavioral implications of triangular employment relationships by Catherine Elizabeth Connelly A thesis submitted to the School of Business in conformity with the requirements for the degree of Doctor of Philosophy Queen's University Kingston, Ontario, Canada August 2004 Copyright © Catherine Elizabeth Connelly, 2004 Abstract The modern workforce has changed dramatically from a generation ago; many workers can no longer anticipate permanent employment with a single organization. The proportion of workers who have a temporary employment relationship, and who find work through an intermediary, is increasing rapidly. However, despite this upsurge in intermediated temporary work, our understanding of the intricacies inherent in the resultant triangular employment relationship is limited. Of the areas that require further investigation, the effect of organizational justice on the behaviors of intermediated temporary workers is of paramount importance. However, at the present time it is unclear whether workers’ treatment in one context (e.g., their temporary firms or their client organizations) will affect their behaviors in another work environment (e.g., their client organizations or their temporary firms). As a preliminary step, new measures of organizational citizenship behaviors and counterproductive workplace behaviors (towards both temporary firms and client organizations) were generated from a series of interviews with current and former temporary workers and supervisors. These metrics, which are specifically relevant to intermediated temporary workers, were pre-tested in a survey to ensure their validity, and were then used in the final study. The final study was a survey administered to temporary workers affiliated with two branch offices of a large temporary firm. As expected, workers’ perceptions of their treatment in one context affected behaviors in that context.
    [Show full text]
  • The Impact of Dissent and Workplace Freedom of Speech on Employees’ Well-Being
    THE IMPACT OF DISSENT AND WORKPLACE FREEDOM OF SPEECH ON EMPLOYEES’ WELL-BEING A Thesis Submitted to the Graduate Faculty of the North Dakota State University of Agriculture and Applied Science By Blessing Ekene Okafor In Partial Fulfillment of the Requirements for the Degree of MASTER OF SCIENCE Major Department: Communication June 2019 Fargo, North Dakota North Dakota State University Graduate School Title THE IMPACT OF DISSENT AND WORKPLACE FREEDOM OF SPEECH ON EMPLOYEES’ WELL-BEING By Blessing Ekene Okafor The Supervisory Committee certifies that this disquisition complies with North Dakota State University’s regulations and meets the accepted standards for the degree of MASTER OF SCIENCE SUPERVISORY COMMITTEE: Dr. Catherine Kingsley Westerman Chair Dr. Cheng Zeng Dr. Pamela Emanuelson Approved: June 21, 2019 Dr. Stephenson Beck Date Department Chair ABSTRACT This study examined the impact of dissent and workplace freedom of speech on employees’ well-being (subjective, psychological and workplace well-being). Data for the study were collected through an online survey distributed to employees of various organizations. The findings revealed that upward dissent was positively related to subjective well-being (consisting of life satisfaction, positive affect and negative affect), psychological well-being, workplace wellbeing, and workplace freedom of speech. Lateral dissent was positively related to negative affect, workplace well-being and negatively related to life satisfaction and positive affect. However, there was no relationship between lateral dissent and psychological well-being. Workplace freedom of speech was positively related to psychological well-being and workplace-wellbeing. Practical and theoretical implications are discussed. Keywords: dissent, workplace well-being, subjective well-being, psychological well-being, workplace freedom of speech iii ACKNOWLEDGEMENTS First, I must thank my advisor and committee chair, Dr.
    [Show full text]
  • Reconceptualising Employee Silence: Problems and Prognosis
    Provided by the author(s) and NUI Galway in accordance with publisher policies. Please cite the published version when available. Title Re-conceptualising employee silence: problems and prognosis Author(s) Donaghey, Jimmy; Cullinane, Niall; Dundon, Tony; Wilkinson, Adrian Publication Date 2011 Publication J. Donaghey, N. Cullinane, T. Dundon, and A. Wilkinson, Information 2011, Re-conceptualising employee silence: problems and prognosis, Work, Employment and Society, 25(1): 51-67 Publisher Work Employment and Society Link to publisher's http://dx.doi.org/10.1177/0950017010389239 version Item record http://hdl.handle.net/10379/2098 DOI http://dx.doi.org/10.1177/0950017010389239 Downloaded 2021-09-29T23:18:16Z Some rights reserved. For more information, please see the item record link above. Reconceptualising employee silence: problems and prognosis Jimmy Donaghey Warwick University Niall Cullinane Queen’s University Be lfast Tony Dundon National University of Ireland Galway Adrian Wilkinson Griffith University Abstract A growing literature has emerged on employee silence, located within the field of organisational behaviour. Scholars have investigated when and how employees articulate voice and when and how they will opt for silence. While offering many insights, this analysis is inherently one­sided in its interpretation of silence as a product of employee motivations. An alternative reading of silence is offered which focuses on the role of management. Using the non­union employee representation literature for illustrative purposes, the significance of management in structuring employee silence is considered. Highlighted are the ways in which management, through agenda­setting and institutional structures, can perpetuate silence over a range of issues, thereby organising employees out of the voice process.
    [Show full text]
  • Extending Managerial Control Through Coercion and Internalisation in the Context of Workplace Bullying Amongst Nurses in Ireland
    societies Article “It’s Not Us, It’s You!”: Extending Managerial Control through Coercion and Internalisation in the Context of Workplace Bullying amongst Nurses in Ireland Juliet McMahon * , Michelle O’Sullivan, Sarah MacCurtain, Caroline Murphy and Lorraine Ryan Department of Work & Employment Studies, University of Limerick, V94 T9PX Limerick, Ireland; [email protected] (M.O.); [email protected] (S.M.); [email protected] (C.M.); [email protected] (L.R.) * Correspondence: [email protected] Abstract: This article investigates why workers submit to managerial bullying and, in doing so, we extend the growing research on managerial control and workplace bullying. We employ a labour process lens to explore the rationality of management both engaging in and perpetuating bullying. Labour process theory posits that employee submission to workplace bullying can be a valuable method of managerial control and this article examines this assertion. Based on the qualitative feedback in a large-scale survey of nurses in Ireland, we find that management reframed bullying complaints as deficiencies in the competency and citizenship of employees. Such reframing took place at various critical junctures such as when employees resisted extremely pressurized environments and when they resisted bullying behaviours. We find that such reframing succeeds in suppressing resistance and elicits compliance in achieving organisational objectives. We demonstrate how a pervasive bullying culture oriented towards expanding management control weakens an ethical Citation: McMahon, J.; O’Sullivan, climate conducive to collegiality and the exercise of voice, and strengthens a more instrumental M.; MacCurtain, S.; Murphy, C.; Ryan, climate. Whilst such a climate can have negative outcomes for individuals, it may achieve desired L.
    [Show full text]
  • Where Loyalties Lie: a Study of Workplace Dissent Through the Lens of Loyalty
    University of Northern Iowa UNI ScholarWorks Dissertations and Theses @ UNI Student Work 2013 Where loyalties lie: A study of workplace dissent through the lens of loyalty Katelyn L. Santy University of Northern Iowa Let us know how access to this document benefits ouy Copyright ©2013 Katelyn L. Santy Follow this and additional works at: https://scholarworks.uni.edu/etd Part of the Human Resources Management Commons Recommended Citation Santy, Katelyn L., "Where loyalties lie: A study of workplace dissent through the lens of loyalty" (2013). Dissertations and Theses @ UNI. 544. https://scholarworks.uni.edu/etd/544 This Open Access Thesis is brought to you for free and open access by the Student Work at UNI ScholarWorks. It has been accepted for inclusion in Dissertations and Theses @ UNI by an authorized administrator of UNI ScholarWorks. For more information, please contact [email protected]. WHERE LOYAL TIES LIE: A STUDY OF WORKPLACE DISSENT THROUGH THE LENS OF LOYALTY An Abstract of a Thesis Submitted in Partial Fulfillment of the Requirements for the Degree Master of Arts Katelyn L. Santy University of Northern Iowa May 2013 ABSTRACT This thesis studied organizational dissent through the lens of loyalty in order to examine the nuanced motivations of employees' choices to dissent. The goal of this work was to approach loyalty as a nuanced concept that provides a foundational motivation for employees' dissent. In order to understand the contextualized experience of dissent, I conducted individual interviews with 17 employees in the radiology department of a healthcare organization. I adopted a grounded theory approach to data analysis, yielding a series of major findings.
    [Show full text]
  • Peutz-Jeghers Syndrome: Quantitative Study on Enterochromaffin Cells In
    Srp Arh Celok Lek. 2013 Sep-Oct;141(9-10):602-607 DOI: 10.2298/SARH1310602K 602 ОРИГИНАЛНИ РАД / ORIGINAL ARTICLE UDC: 616.34-006.5:575.2 ; 536.5 Peutz-Jeghers Syndrome: Quantitative Study on Enterochromaffin Cells in Hamartomatous Intestine Polyps Miljan Krstić1, Vuka Katić1, Slavica Stojnev1, Dragan Mihailović , Marijola Mojsilović2, Zoran Radovanović3, Vladimir Živković4 1Department of Pathology, Faculty of Medicine, University of Niš, Niš, Serbia; 2Department of Histology, Faculty of Medicine, University of Niš, Niš, Serbia; 3Department of Radiology, Faculty of Medicine, University of Niš, Niš, Serbia; 4Department of Anatomy, Faculty of Medicine, University of Niš, Niš, Serbia SUMMARY Introduction Peutz-Jeghers (PJ) syndrome is a rare familial disorder with the autosomal transmission characterized by multiple intestinal polyps, mucocutaneous pigmentation and increased incidence of various malignancies. Some clinical manifestations of PJ syndrome may be associated with the serotonin secretion from the enterochromaffin cells (EC). Objective Since no data have been reported so far regarding EC cells in PJ polyps, the aim of our study was to quantitatively investigate EC population in hamartomatous intestinal polyps in patients with the PJ syndrome. Methods The samples of surgically removed PJ polyps from family members with the PJ syndrome were collected during 34-year follow-up period. Formalin-fixed paraffin-embedded specimens of twenty-one PJ polyps were stained with HE, AB-PAS, Van Gieson, Fontana-Masson, FIF and Grimelius. For immuno- histochemical analysis, the following antibodies were used: chromogranin A, serotonin, Ki-67, desmin, vimentin and cytokeratin in order to eliminate differential diagnostic possibilities and to confirm diag- nosis of PJ polyps.
    [Show full text]
  • Reframing Strategic Inertia
    Reframing Strategic Inertia: The Politics of Innovation and the Case of GM Biotechnology A Thesis Submitted for the Degree of Doctor of Philosophy in Management William Lewis Essex Business School University of Essex January 2017 For my Parents Acknowledgements On the third rock from the Sun, careening through the cosmos, I have spent these last four years working on the following thesis. I have at times gone forwards, other times retraced my steps; I have gone down tangents and cul de sacs, and sometimes what felt like in circles, spirals both up and down. My supervisors, family and fellow researchers have most likely watched askance at my research rodeo – yet, we got here in the end, an end that will hopefully also be a beginning. Thank you all for your ineffable help, for taking time out of your own trajectories to motivate my own; it could not be more appreciated. Abstract Which innovations are accepted and which are rejected, and why, are at the heart of this thesis. The thesis focuses on the core concepts of the strategy discourse, and, with an approach drawing on Political Discourse Theory, frames orthodox approaches to organisational strategy as variations of a system that leads, ultimately, to stagnation. The contribution of this thesis is to identify the core concepts of strategy discourse, and a web of connections that govern them. The thesis makes a further contribution by critiquing the legitimacy of the current meaning of the core concepts, and the legitimacy of the web that dominates their combinatorial meanings. The thesis makes a final contribution by rearticulating the core concepts, imbuing them with new meaning, and in so doing proposing an alternative to orthodox organisational strategies, an alternative strategy that is less susceptible to stagnation, and more amenable to innovation.
    [Show full text]
  • How Empowering Leadership Reduces Employee Silence in Public Organizations
    Received: 20 April 2018 Revised: 23 August 2018 Accepted: 12 November 2018 DOI: 10.1111/padm.12571 ORIGINAL ARTICLE How empowering leadership reduces employee silence in public organizations Shahidul Hassan1 | Leisha DeHart-Davis2 | Zhongnan Jiang1 1John Glenn College of Public Affairs, The Ohio State University, Columbus, Ohio, USA The intentional withholding of critical work-related information can 2School of Government, University of North have serious negative consequences in public organizations. Yet, Carolina-Chapel Hill, Chapel Hill, North few studies have examined why public employees intentionally Carolina, USA remain silent about problems and how to prevent such behaviour. Correspondence This article provides insights into how managers may lower Shahidul Hassan, John Glenn College of Public Affairs, The Ohio State University, 1810 employee silence in government organizations. We develop a College Road South, Columbus, OH 43210, model that suggests that empowering leadership by frontline USA. supervisors reduces public employee silence, by improving Email: [email protected] employee trust in their supervisors, granting employees control over their jobs, and strengthening identification with the organiza- tion. We test the model in two cross-sectional studies with data collected from all employees working in two local governments in the United States. We find empirical support for the model in both studies. We discuss the implications of the research results for pub- lic management scholarship and practice. 1 | INTRODUCTION The reluctance of public employees to speak up about organizational problems can have serious negative conse- quences (Morrison and Milliken 2000). At the organizational level, silence can diminish organizational performance by reducing the chance that errors are detected and rectified (Knoll and Redman 2016) and that serious ethical trans- gressions are prevented (Clapham and Cooper 2005).
    [Show full text]