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Our staff of freelance writers includes over 120 experts proficient in Detailed Interview on Corporate Crime, therefore you can rest assured that your assignment will be handled by only top rated specialists. Order your Detailed Interview on Corporate Crime paper at affordable prices with Live Paper Help!To gain some insight and a better understanding of the organizational structure and composition of a corporation, as well as some information pertaining to if and why deviance within a corporation occurs, I interviewed Regina Sway. Ms. Sway, age 4, is a Production Superintendent for a paper and packaging manufacturing plant in Pennsylvania and she has been in charge of making sure productivity standards and quotas have been realized since she started at the company eleven years ago.
Frequent walks around the plant, checking in with and evaluating each employee's productivity, and making sure they "are using their maximum efforts and doing the maximum workload, not slacking off", are her primary duties as superintendent of production. She is also responsible for implementing and carrying out procedures that will yield an increase in productivity, which will lead to an increase in revenue, something that is very important to those in the upper echelon of the corporate hierarchy. The practices and procedures that she enforces to get production to the specified levels come from the Plant Manager who is told over the phone by "unknown, faceless executives" in Chicago, the location of the plants head quarters. "I have never met or seen any of those people in Chicago, but they are the ones who look at their charts and figures and decide how much more of a profit can be made."
Although Ms. Sway has stated that she has never witnessed or heard of any illegal or immoral activities existing in her company, she firmly believes that the corporate structure and hierarchy that exists at her job sets itself up as a catalyst for creating and causing deviant behavior that some individuals might not normally exhibit in other areas of their lives. The organizational hierarchy that is in place at Regina's company resembles that of a pyramid where the very few who occupy positions at the top are the same ones who have access to many resources and wield a lot of power, as opposed to the many individuals who occupy the bottom of the pyramid and have limited access to resources and hold little power. Regina sees herself somewhere in the middle of the hierarchy; she has access to some resources and wields some power over those at the bottom, but there are still some who have more resources and hold much more power higher up. According to Regina, the way that the line workers she supervises are treated by other mangers, and by Regina herself, is degrading and harsh, yet she is forced by her superiors to maintain and condone this treatment.
The plant manager who essentially runs the company is a man that Regina characterizes as "an aggressive and ruthless guy who will not allow anyone to get in his way of getting what he wants. If the executives in Chicago tell him that there needs to be a 7% increase in overall productivity, he will certainly make sure that the 7% increase is made.". Regina says that the Plant Manager is extremely vocal in what he wants and he often tells employees that, "if someone even tries to cheat him out of his paycheck or even tries to take food out of his family's mouths, he will become a person not to be messed with.". Regina said that his aggressive histrionics create an atmosphere of fear and hostility that trickles down to all levels of the corporate hierarchy. The line workers, the employees responsible for operating the machinery and actually manufacturing the paper and packaging products receive the harshest treatment in the plant by the upper level management which Regina has said, includes herself. "I am not proud of having to constantly chide the line workers and tell them to pick up the pace, but if I don't get the results that are expected, I will be looking for another job soon."
Regina has said that she is now able to reconcile her constant pressuring of the line employees to increase productivity and making sure that they are doing their job to the fullest extent as simply part of her job description, and she tries hard to detach herself from the job that has caused employees to nickname her "cold as ice". "I leave my job feeling horrible some nights." Regina said. "The way I treat and talk to the floor workers on occasion even makes me step back and think "I can't believe I just said that." But for Ms. Sway, this harsh and sometimes brutal way of conducting business is tolerated and to an extent favored positively. "All of my bosses use the same harsh tactics and talk horribly to their subordinates, including me, and I guess I take the baton and pass it down to my subordinates." This trickle down effect is how Regina and her fellow employees became socialized into the company where they work.They learn the unwritten rules and norms for behavior that dictate how business is to be run. When asked why she stays at a job that forces her to morph into an aggressive and cutthroat supervisor, Regina simply says that "Money talks, and if it talks loud enough, I can rationalize my behavior to make me want to get up and go to work the next day."
At Regina's job, the ubiquitous company belief of "Don't ask questions, just follow orders" is an ideology that can quickly snowball into deviant acts. The ability of the corporation to control and homogenize the employees, isolate their views by keeping them in specialized, narrow positions, and ultimately molding them into what they want, allows for the great possibility of deviant actions to occur. By Regina adopting and implementing the company's rules into her work, it reveals that by simply following the rules and norms of the company, it can lead to a slippery slope, where committing illegal acts might soon be seen as just part of the company procedure.
When asked about the possible pressures she faced at work, Regina said that being responsible for constantly having to find a way to get sixty employees to increase their workload in order for the company to make a bigger profit and to keep her supervisors satiated puts a lot of pressure on her shoulders. "It gets very frustrating and taxing when you're always being told by a superior that you need to churn out more. I always dread being called into the Plant Managers office, because I know that he is going to want more and more. Sometimes I just want to tell him that these people can only do so much, but I know that if I want to keep on working, I had better keep that to myself." Regina is fully aware of the company structure, and she realizes that following orders and showing respect to her superiors is a very important rule that must not be broken.
Ms. Sway said that in cases where employees want to resist the pressures of engaging in illegal or unethical behavior, "You can't run from pressures like that, and if you want to work at a job where the main driving force is money and lots of it, it would be better to just go into business for yourself. If you resist the pressure, you will be looked down on by all the people working with you and most of the time you'll get fired." For Regina, participating in deviant activities, although wrong and illegal, is just part of the game. Loyalty and trust are virtues in corporate America, and anyone that isn't willing to go along with what the company demands will soon find someone else who is happy and willing to comply in their position.
Ms. Sway works in a corporation where cutthroat business tactics and harsh
attitudes directed to subordinates is a daily occurrence. Although she realizes that this
may not be the best sort of behavior, she does it simply because it is required of her.
She has adopted the company's attitudes and management style in order to perform her
duties and get through the day. Although this behavior is not illegal, it helps to explain
the corporate structure and how the established hierarchy could possibly create and
reinforce an employee's commission in deviant acts.Regina believes that there are many
employees who would resort to deviant means in order keep their job, especially if they
were told to do it by a superior of some kind. She believes that as long as money is a
motivating factor, things like this will always occur.
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