Analysis Of The Article ' Wall Street Whistle Blowers '

Whistleblowers were never treated with hospitality. In general, 90% of whistleblowers lost their jobs or were demoted, regardless of the industry; 27% faced lawsuits; 26% had psychiatric or medical referrals; 17% lost their homes, and 8% went bankrupt (Waters 2008). As highly righteous as whistleblowers are, they also suffer severe consequences. In Hughes Aircraft case, the company's employees who decided to blow the whistle, Goodearl and Aldred were extremely affected and treated unfairly, so much so that " [Goodearl] and her husband had to file for bankruptcy, and Aldred was on welfare for a year before she could find another job."(The Hughes Whistleblowing Case , n.d.). Hence, the main focus of this paper is to determine

Whistle-blowing is a person who exposes any kind of information or activity that is deemed illegal, unethical or not correct either private or public within an organization or company. When an individual discovers evidence of malpractice or misconduct in an organization he/ she faces an ethical dilemma in which a decision has to be made. Either present documentation or turn the blind eye and not acknowledge the situation. Such information can be classified as a violation of company policy, rules, and regulations or a threat to public interest, national security, as well as fraud and corruption. Those that choose to become whistle-blowers can disclose their information either internal or external.

Review “Just pucker and blow: An analysis of corporate whistleblowers” in Chapter 2. Please respond to the following:

Jackson and Raftos (1997) referred to whistle blowing as an avenue of last resort. Employees find themselves in these situations when the authorities at their organisations have failed to take actions on reported issues affecting that organisation. Wimot (2000) likened whistleblowing to a spectrum. At one end of this spectrum whistleblowing would only cause minimal pain and scars on the stakeholders and organisation while on the other end is the worst scenario where the whistleblowing effects are turbulent and often experienced to be negative to all those involved (ibid).

In an age when accelerated communications contribute to growing perceptions of organizational improprieties, the ethical and legal implications of whistleblowing have become a major topic of discussion. According to Lawrence and Weber (2014), whistleblowing is an employee disclosing apparent organizational misconduct to the government or media; however, this reporting of information should come after attempts at going through proper channels in order to persuade the organization to take appropriate actions has been ineffective.

Using the table above to analyse the consequences of Ben-Artzi’s decision to blow the whistle under the principle of Act utilitarianism, we argue that his decision was morally wrong. Our rationale is that the decision Ben-Artzi took inflicted more pain than gain to a greater amount of people. From the table, we can see that only the SEC, Ben-Artzi and some investors benefited directly from his decision. Ben was relieved of his troubled conscience and his story gained considerable media coverage. His decision to capitalise on the level of attention the story received by writing a book on his experience also served him positively.

Throughout history there have been people known as whistle-blowers who have exposed illegal, unethical, and unscrupulous practices and activity concerning public and private organizations. These whistle-blowers have saved lives, saved the public millions, and helped make the world safer. An example of a whistle blower is 44 year Patricia Williams who exposed the dishonest salesmanship tactics of Wyndham Vacation Ownership, a subsidiary of Wyndham Worldwide.

People who work on Wall Street are considering elites of the society, their works relate to finance and deal with the world economy. Many students desire for working on Wall Street; however, this dream is hard to accomplish because this job is for people who are considered “smart”. In Biographies of Hegemony, the author Karen Ho brings up the idea of smartness, which addresses to people not only have individual intelligence, but also have the quality of being an expert and has self-confidence, aggressive, and hard-working. Basically, in the article, Ho talks about students graduate from Harvard or Princeton and now they are working on Wall Street. Ho believes smartness is a form of impressiveness because smartness is not just about intelligence, but also a way to separate away from normal people. However, in Project Classroom Makeover, the author Cathy Davidson pays more attention to students who may not be the expertise, but they will use collective learning to share different opinions. Collective learning brings out the idea of crowdsourcing. Crowdsourcing is a group of people share ideas and solve problems, which is one way of collective learning. The theory of smartness shares commons and differences with collective learning. For common, both smartness and collective learning require students to work together and have the confidence to conquer the difficulties, which lead students to the future success. For differences, smartness is associated with students who have an

The Dodd-Frank Act has allowed for more leniency when it comes to whistleblowing but this legislation was implemented after this story began. There are several industry protection programs for whistleblowers and the Security and Exchange Commission (SEC) even promotes whistleblowing by giving out monetary rewards for certain cases. The Sarbanes-Oxley Act (SOX) was supposed to make whistleblowers believe that they would not be retaliated against. However, making the determination of whistleblowing after hearing Tony Menendez’s story will make the weak squeamish and the strong possibly reconsider.

Whistle-blowers, as the stereotype enforces, are driven by a desire to cause maximum damage through negative headlines. They are illustrated to be fueled by their own agenda or ego and to have no desire in going through the typical outlets of expression. In reality, however, it is almost always the opposite that is true. Executives or individuals in positions of authority may often have a chance to prevent whistle-blowing becoming publicly damaging, yet often down the opportunity due to the detrimental consequences it may have on them politically or economically.

It talks about the four components that Ethics Program must have. They are code of conduct, whistle-blowing system, training program, and ethics officer. These four components are very important because it helps in preventing unlawful acts. Code of conduct would show the rules and responsibility of an individual and teach ethical behavior. Whistle blowing system is where encouragement is given for anonymous reporting of wrongful acts at all levels of organization. In the book," Doing Well and Good" by Julian Friedland under chapter 11, Legislative Excess or Regulatory Brilliance, it talks about how whistle blowing system should be published. It states that "8B2.1 recommends that the established whistle bowing system be widely publicized and that it allows for anonymous reporting so that the low-level corporate employee or agent need not fear retaliation". I agree here with the author because I think if it is published anonymously, then people will be able to view and know what is actually going on. It would also allow low level employees to come forward and speak about the wrongfulness without being in a fear of a revenge. I think it is a good system for employees at all levels. There might be employees who are unable to speak due to fear of losing a job,

On June 2, 2015, AP claims that her co-worker (Whistleblower) and Carol Roane, Assistant Director, identified as the Responding Management Official (RMO), are purposely creating a hostile work environment so that she (AP) will resign her position.

“Maintaining an ethical culture may be impossible if CEO’s and other top officers do not support an ethical culture” (Ferrell, Fraedrich & Ferrell, 2015, Pg232). An employee can choose to refuse participation in the illegal and unethical acts and follow their own values (Ferrell, Fraedrich & Ferrell, 2015). Furthermore, An employee can choose to report the wrongdoing either internally or externally which is defined as becoming the whistleblower of an organization. As an Executive of Fraud Complaint Management, Eileen Foster chose to follow her on values and uphold the code of ethics at Countrywide Financial. As a result of her whistleblower activity, Ms. Foster was terminated from her duties in September 2008 (GAP, 2012).

Introduction: Agree: “In too many organizations, those who speak unwelcome truths are fired or at least marginalized” (p.xxi). Rationale: I believe that leaders should be able to listen to everyone and everything, no matter how bitter the truth can be. Employees who try to stand against wrong are usually the ones put in trouble or easily fired for little things. I remember a nurse who always stood against the management because they would not listen to her regarding the short staff. When she finally threatened to report the facility, she was easily put in trouble over a small thing and fired. I believe leaders who are in power should not stoop so low and should respect others points of view and encourage others to unite to achieve the goals. Disagree: “One hard-won bit of advice he gives would-be whistle blowers—make sure you have another job lined up first” (p.xxi). Rationale: Whistleblowers play a vital role in exposing corruption, fraud, and mismanagement, and in preventing disasters that arise from negligence or wrongdoing. Whistleblowers who speak out about wrongdoing potentially save lives and resources. I believe that the treatment whistleblowers get is unfair and they should be treated better. Currently, US whistleblower law offers no protection. I believe that people should be able voice out their concerns when something is wrong and not have to worry about being reprimanded. The concept that might be particularly helpful in my personal development as a leader is to

Devine, Thomas M. "The Whistleblower Protection Act of 1989: Foundation for the Modern Law of Employment Dissent." Administrative Law Review 51, no. 2 (1999): 531-79. http://www.jstor.org/stable/40709996