Lack of focus on management integrity
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.
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.
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.
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.
Employee management problems
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 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.
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.
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 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.
Gender inequality in the organization
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 & Buha?, 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.
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.
Diversity issues in CA
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.
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.
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 & Buha?, 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.
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 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).
Athlete behavior and integrity framework
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 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.
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.
Retired players in senior managerial positions
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 practice. The integrity manager of the organization hence, needs to take up multiple new strategies to tackle the situation. The primary step that the manger as well as the organization needs to take up is regarding the organizational communication. CA lacks in the communication (Mumford, 2013). Hence, it is necessary that the company take up a revamped strategy regarding the public relations. Moreover, the organization will undergo drastic and positive changes in the ethical and cultural changes if the public relation campaigns can be organized properly.
As the new integrity manger has taken up the task to resolve the problems that the organization is facing, it can be understood that the organization needs to take up measures regarding the malpractices within the organization. In this context, it can also be argued that the recent scenario of cheating during an international match is an immediate effect of the unethical practices within the organization. In this regard, it can easily be understood that the organization needs to take up new strategies so as to ensure the ethical and fair practices (Benn, Edwards & Williams, 2014). Ethical practices depend upon four primary factors such as respect, fairness, integrity and responsibility.
In order to analyze these factors, the primary focus should be given to respect. It is widely known that the primary requirement of becoming a successful sportsperson is to be able to respect other athletes. The players should show respect to other teammates as well as to other teams, their coaches and fans. This environment of mutual respect and trust can only be implemented if the organization practices these things (Mumford, 2013). According to the case study, it is seen that the senior employees are not supportive towards the employees belonging to the other communities and religions. The organization does not even maintain the cultural diversity while employing the workforces. Hence, it can easily be understood that the culture of disrespect and intolerance is carried forward by the organization and is reflected on the fields too.
Another important aspect of maintaining ethical integrity within the organization is maintaining fairness. Fair practices should be implemented during the matches as well as within the organizational culture. In addition to that, the athletes and the other employees of the organization must follow the rules and regulations that have been determined by the organization as well as the regulatory bodies (Shank & Lyberger, 2014). Fairness in sport is given the highest priority and the team violating the norms of the field can be subjected to severe punishments. Moreover, the ethical rules of sport also mentions that the team that violates the ethical norms and try to gain unfair advantages over other teams are more likely to create an uneven field for competition. These practices violate the integrity of the sport. In this regard, it can be said that the integrity manager of the organization needs to tackle the issues and put emphasis on the fair play. It is already known that Australia being a sport loving country has special fondness for cricket (McLeod, Payne & Evert, 2016). Hence, the cricket lovers will not take any illegal and unfair practice by the team and the CA easily. Moreover, it can cause unrest amongst them. Hence, it is highly important that the Australian team as well as CA take up fairness. In the case of CA, an attitude of fairness should be employed while managing the organizational activity. The newly appointed integrity manager has come across several instances where the employees are taking up unfair means. This is creating a huge impact on the overall organizational culture of CA. another important aspect that is needed to be addressed is the off field activities of the athletes (Weiskopf & Willmott, H2013). They are attracting more attention of the media due to the off field activities they are doing. The case study pointed out that most of the cases this off field activities are negative in nature. Hence, these athletes are building up senses of aversion amongst the sport lovers. Hence, the integrity manager has also understood the necessity of bringing and implementing discipline within the CA, and this will in turn be helpful in building up fairness and discipline within the cricket team (Potrac, Gilbert & Denison, 2013). In addition to that, the manager has also come up issues such as unfair practices amongst the employees of the organization. It is seen that the junior employees as well as the female employees of the organization.
Problems with intern treatment
To implement and maintain the ethical and fair practices along with the integrity of the sports, it is very important that the athletes as well as the employees of CA focus on the moral development of the athletes as well as the employees (O’Leary, 2013). In this regard, Kohlberg’s Levels and Stages of Moral Development are to be discussed. According to the theory, three primary levels of moral reasoning can be included in sport. These three described levels are Pre-conventional morality, Conventional morality and post-conventional morality (De Waegeneer, Van De Sompele & Willem, 2016). In the pre-conventional level, the theory revolves around the orientation towards obedience and punishment. This is a primary level, where the concerned person tends to avoid any illegal action and obey rules so that punishments can be avoided (Garratt, Piper & Taylor, 2013). In addition to that, it can be said that people follow the rules and regulations out of self-interest. By linking this theory to the betterment of CA, it can be said that the employees of the organization will avoid any unethical activity if fear of punishment can be instilled in them (Gibbs, 2013). However, helping the employees to understand the importance of following rules and the benefits they can have by following them will be more helpful. The second stage or the conventional level and the post-conventional level describe the morality of the athletes and the coaches where they will be able to understand and realize the importance of mutual respect, approval and maintaining social order. They avoid discrepancies and illegal activities in order to maintain the balance and integrity of the sport (Shank & Lyberger, 2014). They are capable of understanding that any violation of rules on their part can be followed by other teams and groups as well, this in turn will bring an entire chaotic situation. Hence, the rules are needed to be followed to maintain the integrity of the sport. This helps in the process of building principles within the individuals. In the context of CA, it can be said that the employees need to understand the importance of building an organizational culture of mutual trust and respect in order to maintain efficiency and integrity (Alvesson & Sveningsson, 2015).
However, the scenario does not entirely points out towards the moral and ethical breakdown of the organization and the sport. The incident of sandpaper gate is the evidence of it (Jordan et al., 2013). After the incident caught media attention, CA took an immediate action and arranged a press conference in order to show their intolerance to any such issue. The organization not only condemned the incident but also made the alleged cricketers apologize for the incident. The fact that rather than trying to suppress the issue, the organization has been active enough to acknowledge it and condemn it has gone in favor of CA. The enraged audience and cricket lovers could be pacified by taking up this initiative (Dasgupta & O’Connor, 2013). In addition to that, the organization has also come up with internship programs for the university students. The students who are in their first year of sports management course are given chances to work as interns in the organization (Anderson, 2016). Though often these interns complained of discrimination, lack of respect and longer working time, the initiative taken by the organization can be appreciated. In addition to that, the organization also made provisions of recruitment for the retired and injured players. This initiative can be helpful to the retired athletes who are in need of an employment and are unable to serve anywhere else (Bandura, 2014). Moreover, it is easier for a retired athlete to be involved in the management of the sport as the person has already been associated with it throughout his life. Hence, it can be said that though the organization is lacking in maintaining the ethics and integrity of the sport as well as organizational culture, it has taken several steps in order to maintain the integrity of Australian cricket.
In order to combat the problems, that are hampering the organizational culture as well as the reputation, the integrity manager needs to implement new strategies. The primary focus should be given to building a balanced working environment within the organization. The employees who are capable of serving the organization in a better manner should be given the opportunity to share their ideas and display their expertise (Carter et al., 2013). In order to do this the organizational hierarchy should be brought down and more values should be given to expertise and skills (Gibbs, 2013). Moreover, the manager should take up communication as a major weapon to bring organizational change. The employees of the organization should be encouraged and included in the major decisions of the organization. The ideas and views of the junior employees as well as the interns should be valued and considered. This will help the integrity manager to build an environment of mutual trust and understanding within the organization. In addition to this, the organization needs to take up strategies of employee diversification (Crawshaw et al., 2013). From the case study and the cultural audit of the organization, it has been noticed that the organization lacks employee diversification. Moreover, it has been noticed that the senior management of the organization is showing preferences to candidates belonging to certain cultural and religious background while employing them. This practice should immediately be stopped to save the reputation of the organization as well as to maintain the efficiency. The organization should focus more on employing talented and skilled workforce rather than focusing on the religious and cultural background of them (Jones & Jones, 2013)). Moreover, maintaining the diversity amongst the workforce will help the organization in building an environment of mutual trust and respect.
Along with building the cultural diversity to make the organizational environment more favorable for work, the integrity manager should focus on the employing and engaging more female employees in the organization (Weiskopf & Willmott, 2013). Proper respect and acknowledgement should be given to them. It has been noticed that the female employees are often subjected to sexual harassment. In this regard, the application of pre-conventional theory can be witnessed by implementing severe punishment for the miscreants. If not driven by morality, the employees and managers of the organizations will definitely mend their ways due to the fear of punishment.
To maintain the integrity of the sports as well as the organization, the process of providing employment to each and every retired athlete is to be stopped. It has been monitored that the employment of these retired athletes and providing them, higher management positions are creating unrest amongst the capable employees of the organization, who have waited for a long time to reach the organizational hierarchy (Pullen & Rhodes, 2015). In addition to this, it is seen that the management is often favoring the retired athletes while they need to obey rules and regulations. The employees have complained that this is a result of the affinity of the retired athletes with the senior management and the CEO of Cricket Australia (Storch et al., 2013). Hence, the integrity manager should focus on the matter of equal treatment to maintain a harmonious environment within the organization.
Moreover, the organizational structure should be scrutinized in order to maintain the efficiency. It is seen that Cricket Australia is running under a very complex organizational structure (Chun et al., 2013). All major decisions are taken up and implemented by the CEO himself. Hence, this is increasing difficulty in maintaining the functioning. In addition to that, the employees are often feeling a sense of exclusion.
Hence, the strategies that can be taken up and immediately implemented by the integrity manager of the organization are communication, simplifying organizational hierarchy and equal treatment for all (Huczynski, Buchanan & Huczynski, 2013). It is to be understood that in order to maintain the integrity of the game, the organization should focus on the management of the sport as well. In this regard, the importance of communication can be focused in bringing any organizational change. Communication is regarded as one of the most effective tool in this regard, as it enables the organization to build environment of mutual trust and understanding (Goetsch & Davis, 2014). Along with that, the organization will also be able to understand the demands and complains if the leaders and higher management take up proper and effective communication. As it is known, that Cricket Australia is a huge organization that has the employee strength of more than two hundred, communication as well as simplified organizational structure is highly important. To simplify the organizational structure, the organization needs to focus more on team building (Lefkowitz, 2017). The managers and team leaders should be given priority and power to take few decisions. This will also help in boosting employee morale and engaging them in the organizational change. To maintain the integrity of the sport, the athletes should be communicating with their coaches and managers. This will increase a sense of discipline and obedience amongst the players. They will be able to realize the importance of maintaining fairness and principle of the game.
Conclusion
In conclusion, it can be said that the organization should focus on bringing immediate changes in the organizational structure, employee satisfaction and ethical practices. Along with the strategies that are to be immediately taken up and implemented by the integrity manager, few other strategies are also to be taken up in near future. The organization should employ a better and well-structured recruitment cell that will be efficient enough to identify the talented and skilled candidates. By taking up this measure, the organization can increase the cultural diversity within the organization. Moreover, the integrity manager should come up with workshops and counseling programs to make the employees aware of the importance of cultural diversity. As it has been reported that employees and interns hailing from different religious and cultural backgrounds are often subjected to harassment and indecent remarks regarding their cultures and communication skills, the counseling programs will help the employees to identify the importance of stopping these practices. Along with that, the organization must address the issue of lower rate of female employees within the organization. From the cultural audit, it was evident that the female employees are not holding any significant position in the organization. According to the organizational ethics, this scenario should be altered and avoided. Every organization should focus on maintain a balance between the number of male and female employees. Hence, violating this organizational ethics may lead the Cricket Australia to penalties. Moreover, the female employees should be provided with better security and should be valued more. As mentioned by the CEO, the integrity manager should not only focus on retaining the integrity of the game but also stop the audience from turning away from cricket. Hence, along with eliminating the chances of cheating, doping and taking up unethical measures by the athletes, the management should also come with strategies that secure CA’s reputation. An organization and ethical change is required in this regard.
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