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two ideas on which company loyalty—or organizational loyalty to broaden the title—is built are the following:

  • An attachment to the organization that is noninstrumental, meaning the attachment is not maintained only because it serves the employee's concrete interests, such as the need for a salary.

  • A deposited value in the organization that goes beyond any individual and their attachment: the organization's value continues even without those who currently feel it.

1. How are these ideas manifested in the case of April Leatherwood?

2. Three measures on the scale of loyalty intensity are obedience loyalty, balanced loyalty, and free agency. Given what you've read about Leatherwood, where would you put her on this scale? Why?

3. Leatherwood's pay is not high, about $50,000 a year. That works out to about $7 an hour for the twelve undercover months. Obviously she enjoyed no status while she was undercover. Now, however, she has appeared in the newspaper and made detective grade in the department. In your opinion from what you've read, do you believe she has acquired a level of status through her work?

  • If she has acquired a status, how would you describe it, what is it based on, how is it different from the status enjoyed by, say, a senator or a movie star?

  • Does this status—assuming she's acquired it—compensate what she suffered? Explain

4. Now compare or contrast the case study of Loyal to the Badge to that of Rethinking Company Loyalty.

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