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IS-401 BUSINESS ETHIC
CASE STUDY THE FALL OF ENRON: A STAKEHOLDER FAILURE
GROUP TWO

HISTORY
Enron started out as a merger between Houston Natural Gas and Internorth in 1985. The CEO of Houston Natural Gas, Ken Lay, became chairman and CEO of the newly formed company the next year. Enron provided natural gas, electricity, and communications to its customers across the US and even around the world. It was also involved in developing many new energy related products. Enron continued to grow rapidly and in 1990 Jeff Skilling joined the company as the head of the trading and finance department. Skilling would become president and chief operating officer in 1996. In 1997, Enron once again expanded its products to include coal, plastics, paper, metal and other materials. The company soon formed Enron-Online, an international trading platform, which generated over $2.5 billion per day in business. By 2000, annual revenues for Enron reached $100 billion and the company ranked by Energy Financial Group as the sixth largest company in the world and it is also ranked one of the “Top 100 Places to Work For” by Fortune magazine. By all outside perspectives, Enron seemed to be a growing, thriving company with ever expanding technologies and possibilities. No one could have predicted what would so quickly take place that would change the credibility and ethics of the business world forever.
CORPORATE CULTURE Enron’s corporate culture can be simplified to one word; ‘Risky.’ Enron had a deep-seated belief their people could handle increasing risk without danger. Risk was rewarded and pushing the envelope was standard procedure. Enron’s culture was responsible for unethical behavior. Job competition was fierce. Employees were recruited from top universities. Skilling implemented a “rank and yank” system. In the “rank and yank” system

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