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Unethical behaviour at Enron
The ethical abuses of Enron's top management
The ethical abuses of Enron's top management
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The Enron Disgrace: Abstract: Ray Bowen, a Citigroup banker at the time and now Enron's chief financial officer, once asked Mr. [Andrew Fastow] about a batch of complex equations that filled a whiteboard in the conference room next to the Mr. Fastow's office. "You can't tell me you understand those equations," Mr. Bowen commented to Mr. Fastow. Mr. Fastow replied: "I pulled them out of a book to intimidate people." The Fastows headed to Mrs. Fastow's native Houston in 1990, both taking jobs at a young company called Enron. Just five years old, Enron was starting to evolve from a natural-gas and pipeline company into a trading firm. Mr. Fastow was one of the first managers hired by Mr. [Jeffrey Skilling], who himself had only recently arrived, from management consultants McKinsey & Co. Brought into Mr. Skilling's inner circle, Mr. Fastow returned the loyalty, telling colleagues he had named a child after his mentor. When Mr. Skilling became Enron's president and chief operating officer in early 1997, he and Mr. [Kenneth Lay] promoted Mr. Fastow to lead a new finance department. A year later, Mr. Fastow became chief financial officer. LJM employees used Enron office space and were on its phone system. When a call came from LJM, Enron employees would have no reason to know the person on the line was representing LJM unless he or she said so. In mid-2000, as Enron Broadband Services was negotiating to sell some fiber-optic cable to LJM2, an LJM2 employee named Anne C. Yaeger called the Enron unit and grilled it about Enron's valuation of the cable, without identifying herself as an LJM staffer, according to a former employee familiar with the matter. Full Text: Copyright Dow Jones & Company Inc Aug 26, 2002 When Enron Corp. was riding high, Chief Financial Officer Andrew Fastow had a Lucite cube on his desk supposedly laying out the company's values. One of these was communication, and the cube's inscription explained what that meant: When Enron says it's going to "rip your face off," it said, it will "rip your face off." It was a characteristic gesture inside Enron, where the prevailing corporate culture was to push everything to the limits: business practices, laws and personal behavior. At Enron's London office, lavishly paid executives submitted blind e-mail bids for the 18 parking places. One of them paid $... ... middle of paper ... ...FO at the Houston airport. While Mr. Fastow's parents were undergoing a random search, he stopped to chat with Mr. Schwieger. "I never got an opportunity to explain the partnerships to you," he said, according to Mr. Schwieger. Mr. Schwieger replied, "With everything that has come to light, I probably wouldn't like the answer I would have gotten." --- Fastow's Footsteps Tracing Andrew Fastow's career at Enronn 1990: Fastow joins Enron, an early hire by Jeffrey Skilling. -- January 1997: Chief Executive Kenneth Lay and Skilling, promoted to president, name Fastow head of new finance department. -- March 1998: Fastow named chief financial officer. -- June 1999: Skilling and Fastow tell board of plan for new partnership known as LJM Cayman. -- Late 1999 to early 2000: Fastow raises nearly $400 million for LJM2 partnership. -- Oct. 16, 2001: Enron says it will take $1.01 billion charge against earnings. -- Oct. 24, 2001: Fastow is put on leave. -- Aug. 21, 2002: Michael Kopper pleads guilty to money laundering and wire-fraud conspiracy, says he kicked back money to Fastow. Prosecutors seek order to seize $23.6 million from Fastow and associates.
Two families, the Stanleys and the Neumanns, are chosen to be documented and videotaped over a period of 20 years. Over this time between 1991 to 2011, these two american families go through what is supposed to be the american dream. This documentary is called “Two American Families.”
The Frontline documentary “Two American Families” produced by the Public Broadcasting Service (PBS), portrays the life of two typical middle class families living in Milwaukee, Wisconsin (Frontline Video, 2013). This follows the life of the Neumann family and the Stanley family as they pursue the ideal type of life, The American Dream from 1991 through 2011 (Frontline Video, 2013). Although, the pursuit for their fantasy quickly turned into a fight for economical struggle (Frontline Video, 2013). These struggles were all brought upon by the new shaping economy (Frontline Video, 2013).
Both the Neumann's and Stanley's raised their families in the city of Milwaukee during bad and great economical times in our country. In the beginning of the documentary “Two American Families” the very first words said by Terry and Tony Neumann was “I want my kids to grow up to be good kids.”. Thats what its all about for most people, their family is the most important thing to them. Everything they do is for them, to take care of your spouse and children and raise them to be better. We live in the inevitable, sometimes things are good for the moment then it can all change in a blink of an eye. Both families made life changing decisions when things were going good for them at that time, but it would all soon change for the
Skilling then hired Andrew Fastow to cover the holes in Enron’s finances and make the company look profitable. Fastow found a loop hole to cover Enron’s debt, amounting over $30 billion by using special purpose entities by liabilities to subsidiary firms like well-known banks. Therefore, the banks knew what was going on also, and loaned money to Enron. Enron used the money to reward their employees “bonuses”. To meet Enron’s high demands of profits, Enron’s employees would falsify an energy shortage in California that started to profit Enron, however, made California in a $30 billion debt. After Bethany Mclean published “Is Enron Overpriced?”, the troubles at Enron started to become public because Skilling aggressively bullied Mclean over the question “How exactly does Enron make money”. It was not too long when Enron’s stocks started to decline and Skilling resigned because of a “personal matter”. Kenneth Lay became CEO again and tried to reassure his employees and investors that the business was doing good, but in reality, the employees lost their 401k funds in Enron’s stock. Then in 2001 Enron declared bankruptcy and tried to blame Fastow for the
Christmas Eve the shop gets closed to customer’s midday and employees/employer would partake in a Christmas party of sorts, off company time but on company property. Christmas, some might say, is a different story. The following is not: Jeff, co-owner of JMS, would regularly bring in a six pack of beer upon returning from the cities. Jeff would bring the beer to the break room and 9 times out of 10 leave the room with an open beer in hand heading toward his office, during company hours. More often than not the six pack was finished before Jeff would head home at the end of the day. On another occasion I was offered alcohol from Tucker. I told him no, I didn’t want to upset Mike. His response was that I take it, and if Mike had anything to say about it Tucker would handle it (I did not consume alcohol on this occasion). On yet another occasion, Mike himself was consuming a beer during company hours on company property and proceeded to pass on a half full can to customer Laura Rojina while her car was being looked over by another employee. All of these examples occurred prior to my incident. The owners of the company and other employees are allowed to break the rules when they see fit but its grounds for my
Coaches should have an arrangement of fundamental abilities that they depend on to produce a positive outcome. Definition of a coach from the American Heritage Dictionary, Third Edition (page 167) One who trains or directs an individual or team, to train or instruct teach a team. The goal behind coaching is to exhibit the ability to get the most out of everyone on the team. It should be a goal to bring out the greatest potential from every team member. It’s insane how many players do not even know their true potential. Successful coaches assess these individuals and the team to advance them to the next level of sports. "The Little Book of Coaching, Motivating People to be Winners" by Ken Blanchard and Don Shula (2001) gives a great acronym of the word C-O-A-C-H. The acronym breaks down as follows: Conviction Driven: never compromise your beliefs-Overlearning: practice until it is perfect-Audible-Ready: know when to change-Consistency: respond predictably to performance-Honesty-Based: walk your talk. This acronym should remind you of your job as a coach. A good coach
A proper coaching philosophy contains principles which improve character development, teach step by step tactical and technical skills, form proper progressive physical training regimens, and carefully utilize team management to handle and control problems with administrative issues. A coach with a sound philosophy should mold a team with strong cohesion, and he should treat players not only as teammates, but as family and friends who are encouraged to develop communication and lifelong learning of skills through positive support and role modeling from the coach (Mergelsberg, 14-15). The philosophy should also contain written documents of implemented strategies and techniques, so that the coach will know what to improve upon season by season
The effectiveness of the coaching method depends completely on the coach, his personality, and the needs of the student-athletes. Each program and institution is unique and has different institutional goals and objectives that attract different student-athletes compared to other colleges or universities (Koivula, Hassmen, Fallby, 2002).
Tonge, A., Greer, L. & Lawton, A. (2003). The Enron story: You can fool some of the people some of the time. Business Ethics: A European review, 12(1), 4-22. Retrieved from Business Source Complete database.
the social world of Enron. The fact that they took the form they did and to such a pronounced degree are certainly troubling and perhaps surprising. What should not be surprising is the role such ritualization processes played in the development of this type of deviance, given recognition of their importance in social relationships and organizations.
Enron Corporation started back in 1985. It was created as a merger of Houston Natural Gas and Omaha based InterNorth as a interstate pipeline company (CbcNews). Kenneth Lay was the former chief executive officer of Houston natural gas merged his company with another natural gas line company, Omaha Based InterNorth. During the time of the merger there were many arguments amongst the two companies and in the end Ken Lay the former C...
2. The challenges faced were those of a changing workforce, competitiveness, and globalization, as well as ethics and social responsibility. While many companies were downsizing in the mid-1980s, Enron continued to grow and expand despite their lofty goals. They ventured out into foreign markets to be more competitive. The workforce also became more diverse and the characteristics changed. Employees during Enron’s tenor were less devoted to long-term career prospects; instead they were more interested in financial gain at any cost. Ethics seemed to be a secondary thought for most people during Enron’s time. To meet these challenges Enron executives had to make working for their company more attractive and lucrative.
“When a company called Enron… ascends to the number seven spot on the Fortune 500 and then collapses in weeks into a smoking ruin, its stock worth pennies, its CEO, a confidante of presidents, more or less evaporated, there must be lessons in there somewhere.” - Daniel Henninger.
The cooperate grievance charged many of Enron executives and law firms, accountants, banks, and directors with infringements of the federal securities laws and alleges that defendants engaged in enormous inside trading while making misleading and false statements concerning Enron’s financial execution. Due to these false statements Enron’s stock trade was as high as 90.75. The key players sold more that 20 million shares of Enron’s stock for inside trading profit of roughly $1.19 billion.
The Enron Corporation was an American energy company that provided natural gas, electricity, and communications to its customers both wholesale and retail globally and in the northwestern United States (Ferrell, et al, 2013). Top executives, prestigious law firms, trusted accounting firms, the largest banks in the finance industry, the board of directors, and other high powered people, all played a part in the biggest most popular scandal that shook the faith of the American people in big business and the stock market with the demise of one of the top Fortune 500 companies that made billions of dollars through illegal and unethical gains (Ferrell, et al, 2013). Many shareholders, employees, and investors lost their entire life savings, investments,