Whistleblowing And Its Impact On Organizations

In every setting there should be a policy and procedures on whistle blowing. The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment.

In addition, whistleblowers should be portrayed as being good in order for society to begin seeing them in a positive way. Furthermore, the government should make this type of crimes a public matter. Allowing the public to be able to see all charges and outcome regarding these cases could bring out other wrongdoings in other organizations. The government should also impose greater punishment such as jail time for these types of crimes rather than imposing fines that they are able to

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

Whistleblowing encourages and enables employees to raise serious concerns within the company rather than overlooking a problem or 'blowing the whistle' outside. Employees are advised to speak to their designated senior CareGiver or a member of the

-Whistleblowing: Whistleblowing is a way in which you can make other members of staff/managers aware of any poor practice, concerns or illegality. It’s important that anyone concerned about issues surrounding safeguarding should be able to report them in a confidential way which has no repercussions towards the individual who reported it. All members of staff should feel that they are able to raise concerns without any fear of discrimination or victimisation.

According to Harvard Law School’s article, approximately two-thirds of companies in the U.S. are affected by fraud. However, whistleblower Hotline can be as defense against management overrides. The article noted that whistleblower could be more effective if it become as apart of the corporate compliance programs and a reward of any monetary sanctions collected to motivate the employees Also, the article mention that the employees

Duska argues that whistleblowing is always justified. He claims that employees do “not have an obligation of loyalty to a company, even a prima facie one, because companies are not the kind of things that are properly objects of loyalty” (Duska, pg. 424). Duska denies one of Bok’s key conditions to blow the whistle, loyalty. This is because Duska sees the purpose of business is to produce goods and services and to make a profit. Duska’s view of a business’s purpose prevents the company, or in Case C the university, from becoming an object deserving of loyalty.

The various forms of retribution that whistle-blowers endure at the hands of employers both financially and psychologically for attempting to correct mismanagement, fraud, and dishonesty are often too much for the whistle-blower to bear. Careers are in jeopardy because individuals with strong ethics decide to pursue law suits against their employers. One example is where the US Forest Service employees found their careers ruined by either demotions or loss of jobs when caught speaking out in favor of the environment or sound science, or when

1. Describe the key characteristics of a whistleblower, and briefly summarize one (1) researched instance of whistleblowing in one (1) publicly traded company within the last 12 months. Include the details of the issue that the whistleblower reported and the effect of the whistleblower’s actions on both the whistleblower himself and the company.

In the novel and film “The Whistleblower” the authors and directors did great jobs making you really connect with characters and sympathize with more than one of them. It was a story that really made you feel an emotional rollercoaster, at least with me there was anger, sadness, frustration, confusion and more. At the same time as there were negative feelings there were the feelings of hope and cheering for certain characters. No matter what was going on I almost always felt some sort of compassion, sympathy, empathy and apprehension. The authors and directors did a good job of making you feel mainly sympathetic in the entire film/novel. Specifically I was constantly had the feeling of sympathy with the lead character Kathy

Several circumstances determine the protection of whistleblowers. This might include employers reporting violation in the employment discrimination laws and the reporting of hazard communication act. In case an employee is discharged from job for using the employer’s telephone to report violations, the employee can be protected by the whistle blower act in Texas. The whistleblower laws majorly protect the government employees with an approximate of 90% of the government workers benefiting from these laws. However, the private sector employees are not covered by the whistleblower law. Question 9 Over time, stakeholders have played a very significant role in corporations. They are the people who invest on the corporations through devoting their finances to support the running of the corporation. Being the owners of the cooperation’s, stakeholders are responsible for changing the corporation’s capital share and selling the corporations assets. Question 10 Whistleblowers are people who often expose hidden activities that seem illegal or even unethical. These people have a feeling that these activities are not good and hence bring it to the public

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).

addition, as a leader, when a whistleblower reports activity to you, first gather all of the

Registered nurses (RNs) have an ethical duty to ensure patient safety by reporting cases of wrongdoing (American Nurses Association, 2015). Despite this ethical duty, RNs often meet whistleblowing with resistance (Black, 2011; Jackson et al., 2014). Black (2011) cited an unsupportive organizational climate as the greatest obstacle to whistleblowing. When RNs feel unsupported by nurse leaders they develop a fear of repercussions, including labeling and blame (Black, 2011). Jackson et al. (2014) explained that one-third of whistleblowing results in consequences for the reporting RN and that feelings of resistance are therefore validated. Common consequences include being alienated by an organization, managers, and colleagues. Such consequences

The whistleblower him or herself must be carefully scrutinized. What are the personal and the professional reputations of the whistleblower? What is the motive driving the whistleblower? Is it to benefit the client or the organization, or is it a need for attention or revenge? Is the whistleblower's cause seen as legitimate and significant by trustworthy colleagues and friends? Is the whistleblower aware of the potential consequences of blowing the whistle and still willing to accept responsibility for actions taken?