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<p>The increase in white-collar crimes has become a common feature around the globe and</p><p>its impact has left many conglomerates despaired affecting businesses, economies,</p><p>employees and families that are somehow related to these organizations. The famous</p><p>money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil</p><p>Company, Qwest Communications International, Tyco, and WorldCom, are true bitter</p><p>realities of the corporate world. The dilemma is costing enterprises great amounts of</p><p>money to set the image right that keeps on getting wrong. People are hired on loads of</p><p>relevant work experience with excellent academic backgrounds, yet the strain of</p><p>dishonesty lurks within the individual worker of an organization.</p><p>The purpose of the research is to investigate the dismal realities that occur within the</p><p>recruiters’ conscious or subconscious mind during a recruitment and selection process</p><p>(the gateway to an organization). Our objective is to identify the dimensions of enterprise</p><p>hypocrisy and to understand and explain the scenarios and the ways professionals are</p><p>trying to cope with the matter.</p><p>The recruiters see the white collar crimes as a potential rising concern and are using</p><p>personality test such as the OPQ 32 (Occupational Personality Questionnaire) together</p><p>with other methods (interviews, references, intuition, education, etc.) in hiring the right</p><p>candidate for the job, which hopefully would be potentially harmless to the organization.</p><p>The findings are not based on a systematic comparative study and can therefore only be</p><p>interpreted as indicative.</p>

The increase in white-collar crimes has become a common feature around the globe and its impact has left many conglomerates despaired affecting businesses, economies, employees and families that are somehow related to these organizations. The famous money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil Company, Qwest Communications International, Tyco, and WorldCom, are true bitter realities of the corporate world. The dilemma is costing enterprises great amounts of money to set the image right that keeps on getting wrong. People are hired on loads of relevant work experience with excellent academic backgrounds, yet the strain of dishonesty lurks within the individual worker of an organization. The purpose of the research is to investigate the dismal realities that occur within the recruiters’ conscious or subconscious mind during a recruitment and selection process (the gateway to an organization). Our objective is to identify the dimensions of enterprise hypocrisy and to understand and explain the scenarios and the ways professionals are trying to cope with the matter. The recruiters see the white collar crimes as a potential rising concern and are using personality test such as the OPQ 32 (Occupational Personality Questionnaire) together with other methods (interviews, references, intuition, education, etc.) in hiring the right candidate for the job, which hopefully would be potentially harmless to the organization. The findings are not based on a systematic comparative study and can therefore only be interpreted as indicative.

Master of Arts / Department of Communication Studies, Theatre, and Dance / William Schenck-Hamlin / According to the Centers for Disease Control and Prevention, overweight and obesity rates in the United States continue to increase. And yet, despite their resources to encourage healthy lifestyles, college campuses reflect the national trend. Colleges and universities often utilize health campaign strategies such as social norms marketing and peer health education to encourage campus-wide health initiatives. However, based on an application of effective health communication attributes, both strategies demonstrate limitations that must be addressed in future collegiate health campaign approaches. I analyzed the effectiveness of adopting an induced hypocrisy health campaign to encourage nutrition. The induced hypocrisy paradigm has resulted in successful behavioral change by having participants create a pro-attitudinal message. Then, participants are reminded of their past failure to engage in the behaviors they advocated. It was hypothesized that hypocritical subjects would purchase more nutrition bars than subjects in any of the other conditions. The results indicate that, although more hypocritical subjects purchased more nutrition bars than subjects in the other conditions, the findings were not found to be statistically significant. Interpretations of the study findings as well as implications for future nutrition campaign initiatives are discussed.

Denna fallstudie berör Corporate Social Responsibility (CSR) och den interna kommunikationen av CSR inom finanssektorn. De organisationer studien har applicerats på är Swedbank och Nordea där studien belyser kommunikation av CSR från central nivå till lokal och vise versa. Idag blir företag i större utsträckning än tidigare granskade inom områdena samhällsarbete och hållbarhetsfrågor. Swedbank och Nordea är två stora aktörer inom finanssektorn, en sektor som tidigare setts ha en mer indirekt påverkan än direkt, och verkar för att samhället ska fungera genom in- och utlåning. Den externa kommunikationen från organisationerna bygger på att den interna kommunikationen ska fungera och leda till ett utförande av det som utlovas på hemsidor, CSR-rapporter, hållbarhetspolicys etc. För att undersöka detta har en kvalitativ fallstudie genomförts med intervjuer genomförda på central, regional och lokal nivå inom de både organisationerna. De slutsatser studien kan dra är att de båda organisationerna följer ord till handling och har inkorporerat CSR i den dagliga verksamheten. Vi ser skillnader organisationerna emellan i den interna kommunikationen av CSR där Swedbank har kommit en längre bit på vägen än Nordea. Den försiktiga kommunikationen och en otydlig definition av CSR har lett till att Nordeas anställda har en bristande medvetenhet kring organisationens CSR-arbete. Detta skapar en inkonsistens mellan Nordeas ideologi att de anställda ska ha en medvetenhet kring Nordeas CSR arbete och deras faktiska kommunikation internt. Swedbank har även i detta avseende kommit längre, då de har förenklat definitionen av CSR genom att bryta ned begreppet till mer lättförståeliga delar för de anställda. Det kan ännu diskuteras om CSR har blivit en institutionaliserad norm inom finanssektorn.

Peter Francisco is an oft-forgotten hero of the American Revolution. A dark-skinned, foreign orphan and former servant, he distinguished himself nationally as a soldier of legendary renown. However, Francisco remains largely absent from the popular modern-day memory of the Revolution. This analysis determines how and why this occurred as well as how and why Francisco remains remembered today by a small minority of American supporters. Methodologically, the analysis examines Francisco's life through a cultural studies lens. It challenges previous analyses of Francisco's life based on romance and myth not akin to historical reality. And although this interpretation gives credence to Francisco's romantic legend, it primarily addresses how Francisco, as a historical agent, tested the various elitist limits of early American republicanism. Furthermore, it contends that Francisco's greatest historical legacy may ultimately have less to do with what he did on the battlefield and more with how he set a precedent for universal inclusion and access to the "American dream" as it is understood today.

Since 2015, the Canadian government has made recurrent assertions that Canada has a feminist foreign policy. A policy, according to certain critics, that is hypocritical because of the government’s continuation of arms exports to countries deemed unsavory from a human rights standpoint. This context makes for a fertile exploration of the nexus between ethical foreign policy aspirations and the realities of foreign relations policy implementation and impact. By assessing these circumstances, I attempt to understand how hypocrisy functions within Canadian foreign policy. Through a method of discourse analysis, I evaluate the official discourses from the government and responses by civil society in relation to the Liberal Government’s handling of the Canada – Saudi Light Armoured Vehicle contract. In addition, by analysing Canadian foreign policy, via departmental reports, I highlight how the government attempts to infuse Canada’s foreign policy with ethical considerations. By tracing the rise of ethical considerations in Canada’s foreign policy, I argue that hypocrisy is intertwined with ethical considerations, thus systematically embedding hypocrisy within established Canadian institutions. Moreover, I show that Canada is committed to the concept of risk transfer, the doctrine of double effect and need for ‘proof grounded in evidence’ when assessing arms exports. These concepts shift the risks associated with hypocritical action away from the government and onto the people it purports to aid.

The purpose of this study was to examine the hypocrisy paradigm as an experimental alcohol intervention to determine if participants who complete the hypocrisy paradigm will experience a significant reduction in the number of negative consequences associated with their alcohol use, quantity and frequency of alcohol use, and average and peak eBAC compared to college students in the control condition. Participants were 53 college students randomly assigned to an experimental hypocrisy paradigm intervention or a control condition. Contrary to prediction, the hypocrisy paradigm was not found to be significantly different than the control condition. Exploratory analyses examining within-group differences were conducted. All outcome measures decreased from pre-intervention to follow-up within the hypocrisy paradigm condition. Future directions and implications are discussed.

Academics, practitioners and media agree that the topic of work-life balance is on the agenda and valued by the new business generation. Although Sweden might be considered a working friendly country, the management consultancy industry is not recognized to be the same. With an institutional perspective we will through a discourse analysis investigate the communication on Swedish management consultancies web pages in order to explore how consultancies relate to the work-life balance discourse. In this study we look at work-life balance communication as a continuum with abstract and concrete as two opposites where the level of concreteness will decide the level of responsibility dedicated from the organizations regarding employees` work-life balance. Our findings suggest that the discourse is mostly composed of abstract descriptive talk, which indicates that the communication exists as a legitimizing result of institutional pressures, and might not be an essential matter for the concultancies` everyday practice. A big part of the responsibility to achieve a work-life balance is put upon the individual employee and even though initiatives are presented they are seldom followed up by concrete targets or supported with results.

The field of critical theory within organizational theory discusses different specific situations in a middle manager´s work life. The focus often lies within the private sector and a gap can be found in research in the public sector. Universities are among the most complex environments in the public sector, and the middle manager position, the prefect, becomes even more complex than in other organizations. The purpose of this paper is to look at the dilemmas and paradoxes that middle managers in higher education, handle as prefects. We aim to uncover the conflict between interests, values and ideas that creates organizational hypocrisy. The research has an emancipatory philosophy with an inductive approach, which has led to ten interviews with prefects in the south of Sweden. The findings indicate that there are dilemmas in working as a collegial leader and that a paradoxical situation arises between what people see as valuable attributes in a prefect and what they want and need. There is also a paradoxical relationship between the feelings about a decoupled organization depending on who in the hierarchy is exploiting it. There are also findings that support the fact that the extensive amount of administrative duties for prefects generates hypocrisy. The research also found dilemmas concerning individualistic employees. Since the combination of organizational hypocrisy, paradoxes, dilemmas and prefects has not been researched before, this can be an interesting insight in how these may coexist.