Honest mistake, or strategically planned sabotage? Exit Ambiguity exists as the sixth and last video of the six-part video series that provides a real-world example of the who, what, where, when, why, and how of the scapegoating process. This video gives an example of what the literature review refers to as moral and attributional ambiguity relating to Ms. L’s departure from the Ghost position. Additionally, this video provides “exit” evidence that challenges the pathway chosen by the organizational members accused of wrongdoing.

Payroll Ambiguity exists as the fifth video of the six-part video series that provides a real-world example of the who, what, where, when, why, and how of the scapegoating process. This video gives an example of what the literature review refers to as moral and attributional ambiguity relating to payroll and bookkeeping. Additionally, this video provides payroll evidence that challenges the pathway chosen by the organizational members accused of wrongdoing.

Honest mistake, or strategically planned sabotage? Unlocking the evidence exists as the fourth video of the six-part video series that provides a real-world example of the who, what, where, when, why, and how of the scapegoating process. This video gives an explanation of how Ms. L was able to collect the evidence required to develop the communication pathway necessary for playing the Blame Game. This video also provides an example of what the literature review refers to as moral and attributional ambiguity relating to the onboarding process. Additionally, this video provides additional onboarding evidence that challenges the pathway chosen by the organizational members accused of wrongdoing.

Honest mistake, or strategically planned sabotage? Onboarding Ambiguity exists as the third video of the six-part video series that provides a real-world example of the who, what, where, when, why, and how of the scapegoating process. This video gives an example of what the literature review refers to as moral and attributional ambiguity relating to the onboarding process. Additionally, this video provides onboarding evidence that challenges the pathway chosen by the organizational members accused of wrongdoing.

Discursive Pathways: Honest mistake, or strategically planned sabotage? Discursive Pathways exists as the second video of the six-part video series that provides a real-world example of the who, what, where, when, why, and how of the scapegoating process. This video highlights the communication pathway (see Blame Game Series Vol. 5 on Amazon) chosen by the opposing parties of the Blame Game.

A SIGNIFICANT difference exists between an honest mistake and strategically planned sabotage. Occupational Ambiguity: Tales of the Ghost Assistant Principal serves as the introductory video of a six-part case story (#2) that provides a real-world example of the who, what, where, when, why, and how of sabotage, scapegoating, and how to maneuver The Blame Game. The titles of the six-part case story (#2) videos include:

Video #1: Occupational Ambiguity: Tales of the Ghost Assistant Principal

Video #2: Discursive Pathways

Video #3: Onboarding Ambiguity

Video #4: Unlocking the Evidence Video #5: Payroll Ambiguity Video #6 Exit Ambiguity

Video DISCLAIMER ***Please note that Ms. L's conscious mind narrates the video (the tall woman) while a redhead plays Ms. L in the story's retelling. I chose the redhead because she was the only Doodly character who displayed all of the subconscious emotions Ms. L felt due to the gaslighting experienced during the ghost process. The Narrator, trades places with Ms. L during essential periods of the Ghost process. The same goes for the hiring manager's character, as this Doodly character best illustrates the behaviors of the hiring manager while not an accurate representation of how she looks.***