Harvard Case - Alberto Mora and the Costs and Consequences of Torture
"Alberto Mora and the Costs and Consequences of Torture" Harvard business case study is written by Rosabeth Moss Kanter, Benjamin Summers. It deals with the challenges in the field of Organizational Behavior. The case study is 23 page(s) long and it was first published on : Apr 4, 2016
At Fern Fort University, we recommend a comprehensive approach to address the ethical and operational challenges presented by the Alberto Mora case. This approach prioritizes organizational culture change, leadership development, and robust ethical frameworks to prevent future instances of torture and ensure the long-term sustainability of the organization.
2. Background
The case study focuses on Alberto Mora, the General Counsel of the US Navy, who faced a complex ethical dilemma. He was tasked with implementing the Bush administration's policy on the use of torture against suspected terrorists, a policy he deemed morally wrong and potentially illegal. This conflict placed Mora in a difficult position, forcing him to navigate the complexities of organizational culture, leadership, and ethical decision-making.The main protagonists in the case are:
- Alberto Mora: The General Counsel of the US Navy, grappling with the ethical implications of the administration's policy.
- Donald Rumsfeld: The Secretary of Defense, advocating for the use of torture to obtain information from suspected terrorists.
- The US Navy: An organization facing pressure from the administration to implement controversial policies.
3. Analysis of the Case Study
This case study highlights the following key issues:
Organizational Culture: The US Navy's culture at the time was heavily influenced by the chain of command and loyalty to superiors. This hierarchical structure made it difficult for individuals like Mora to challenge the administration's policy, even when they believed it was unethical.
Leadership: The case study demonstrates the importance of ethical leadership and the potential consequences of leaders who prioritize obedience over ethical considerations. Rumsfeld's leadership style, characterized by a focus on achieving objectives at all costs, contributed to the environment where torture was deemed acceptable.
Decision-Making Processes: The case study illustrates the challenges of decision-making in complex and politically charged environments. Mora's decision to implement the policy while expressing his ethical concerns reflects the difficult choices leaders often face when navigating conflicting pressures.
Ethical Frameworks: The case study highlights the importance of clear ethical frameworks and the need for organizations to establish robust mechanisms for addressing ethical dilemmas. The lack of a clear ethical framework within the US Navy contributed to the ambiguity surrounding the use of torture.
Power and Influence: The case study demonstrates the power dynamics within organizations and the influence of external pressures on decision-making. The administration's influence over the US Navy, coupled with Rumsfeld's strong leadership position, created an environment where dissenting voices were marginalized.
Communication Patterns: The case study reveals the importance of effective communication in addressing ethical concerns. Mora's attempts to raise concerns about the use of torture were met with resistance and dismissal, highlighting the need for open and transparent communication within organizations.
Employee Engagement: The case study underscores the importance of employee engagement in promoting ethical behavior. Mora's efforts to raise ethical concerns reflect the need for employees to feel empowered to speak up against unethical practices.
Organizational Learning: The case study emphasizes the importance of organizational learning from past mistakes. The US Navy's failure to learn from past instances of torture and its lack of a robust ethical framework contributed to the perpetuation of unethical practices.
4. Recommendations
To address the challenges presented by the Alberto Mora case, we recommend the following:
1. Cultivate a Culture of Ethical Behavior:
- Establish a clear code of ethics: This code should be widely disseminated and enforced, setting clear expectations for ethical behavior at all levels of the organization.
- Promote open communication: Encourage employees to raise ethical concerns without fear of retaliation. Establish mechanisms for reporting ethical violations and ensure that these reports are taken seriously.
- Develop ethical leadership programs: Train leaders on ethical decision-making, conflict resolution, and the importance of fostering a culture of integrity.
2. Strengthen Leadership Development:
- Emphasize ethical leadership qualities: Focus on developing leaders who prioritize ethical decision-making, empathy, and integrity.
- Promote diversity and inclusion: Encourage a diverse leadership team with varying perspectives and experiences to foster critical thinking and ethical decision-making.
- Implement leadership development programs: Provide training in areas such as ethical leadership, conflict resolution, and communication skills.
3. Implement Robust Ethical Frameworks:
- Develop clear ethical guidelines: Establish specific guidelines for navigating ethical dilemmas, including those related to the use of force, interrogation techniques, and human rights.
- Create an independent ethics oversight body: This body should be responsible for reviewing ethical concerns, investigating violations, and providing guidance to the organization.
- Regularly review and update ethical frameworks: Ensure that ethical guidelines remain relevant and responsive to changing circumstances.
4. Foster a Culture of Accountability:
- Establish clear consequences for unethical behavior: Ensure that individuals who violate ethical guidelines face appropriate disciplinary action.
- Promote transparency and accountability: Encourage open communication and ensure that all decisions are made in a transparent and accountable manner.
- Encourage whistleblowing: Create a safe environment for employees to report unethical behavior without fear of retaliation.
5. Enhance Organizational Learning:
- Conduct regular ethical audits: Assess the organization's ethical practices and identify areas for improvement.
- Share lessons learned from past mistakes: Use past instances of unethical behavior as learning opportunities to prevent future occurrences.
- Integrate ethical considerations into all organizational processes: Ensure that ethical considerations are factored into decision-making, policy development, and operational procedures.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with the core values of integrity, honesty, and respect for human dignity, which are essential for maintaining the US Navy's reputation and fulfilling its mission.
- External customers and internal clients: The recommendations prioritize the needs of both external stakeholders, such as the public and international partners, and internal stakeholders, such as employees and their families.
- Competitors: The recommendations aim to establish the US Navy as a leader in ethical conduct, setting a higher standard for other organizations and institutions.
- Attractiveness ' quantitative measures if applicable: While it is difficult to quantify the impact of ethical behavior, the recommendations are expected to enhance the US Navy's reputation, attract talent, and improve overall operational efficiency.
6. Conclusion
The Alberto Mora case highlights the critical importance of ethical leadership, robust ethical frameworks, and a strong organizational culture in preventing unethical practices. By implementing the recommendations outlined above, the US Navy can create a more ethical and sustainable organization that upholds the highest standards of conduct and accountability.
7. Discussion
While the recommended approach focuses on organizational change, other alternatives exist. These include:
- Legal action: This could involve pursuing legal action against individuals who engaged in torture, but it may be difficult to prove criminal intent and could further damage the organization's reputation.
- Political pressure: This could involve lobbying for policy changes to prohibit torture, but it may be ineffective in the short term and could lead to further political polarization.
The recommendations outlined above are based on the assumption that the US Navy is committed to ethical behavior and is willing to invest in organizational change. However, there are risks associated with these recommendations, including:
- Resistance to change: Some individuals within the organization may resist the changes necessary to create a more ethical culture.
- Lack of commitment from leadership: If leadership is not fully committed to ethical reform, the recommendations may be ineffective.
- External pressures: The organization may continue to face external pressures to engage in unethical practices, even after implementing the recommendations.
8. Next Steps
To implement the recommendations, the following steps should be taken:
- Establish a task force: This task force should be comprised of senior leaders, ethics experts, and representatives from various departments within the organization.
- Develop a detailed implementation plan: This plan should outline specific actions, timelines, and resources required to implement the recommendations.
- Communicate the changes to all employees: Ensure that all employees are aware of the changes and understand their role in creating a more ethical culture.
- Monitor progress and make adjustments: Regularly assess the effectiveness of the changes and make adjustments as needed.
By taking these steps, the US Navy can create a more ethical and sustainable organization that upholds the highest standards of conduct and accountability.
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Case Description
Alberto Mora's time as General Counsel of the Navy from 2001 - 2006 greatly influenced his mission to illuminate the policy consequences of torture. Mora's drive to restore the nation's awareness and conscience against torture was gaining traction. Prominent stakeholders, including leaders in the military, government, NGOs and academia, supported his project. Moving forward, Mora knew that he still faced a number of critical challenges. What vehicles could he use to increase the project's reach and restore the nation's understanding of the costs and consequences of torture? How could he ensure that his project would survive the fluidity of public opinion? Perhaps most challenging, he had to collect meaningful data, which meant soliciting politically sensitive information.
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