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Questions:
1. Why is the ability for employees to ‘blow the whistle' important for the reputation of organizations?Consider this in relation to the case.
2. What aspects of the ministry's culture made it more/less likely that staff concerns about Harrison would be taken seriously?
3. What actions would you take to develop a culture at the ministry that encourages and rewards employees who speak up about inappropriate behavior?
4. Based on your understanding of the reputation matrix, how do you describe the type of leadership exemplified in this case by Martin Matthews? Why?
Attachment:- Case study.rar
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