Pick One Of The Following Terms For Your Research

Summarypick One Of The Following Terms For Your Research Whistle Blo

Pick one of the following terms for your research: Whistle-blowing, motivation, decentralization, group norms, or needs. Instructions Journal Article Summary & Discussion: DEFINITION: a brief definition of the key term followed by the APA reference for the term; this does not count in the word requirement. SUMMARY: Summarize the article in your own words-this should be in the -word range. Be sure to note the article's author, note their credentials and why we should put any weight behind his/her opinions, research or findings regarding the key term. DISCUSSION: Using words, write a brief discussion, in your own words of how the article relates to the selected weekly reading assignment Key Term. A discussion is not rehashing what was already stated in the article, but the opportunity for you to add value by sharing your experiences, thoughts and opinions. This is the most important part of the assignment. REFERENCES: All references must be listed at the bottom of the submission--in APA format. Be sure to use the headers in your submission to ensure that all aspects of the assignment are completed as required.

Paper For Above instruction

The chosen key term for this research is "Whistle-blowing." This term refers to the act of an individual exposing misconduct, unethical practices, or violations within an organization to authorities or the public. According to Near and Miceli (1985), whistle-blowing is defined as "the disclosure by organization members of illegal, immoral, or illegitimate practices under the control of their employers" (p. 4). This foundational definition has been widely referenced in subsequent scholarly work, highlighting the significance of whistle-blowing in promoting organizational integrity and accountability.

In the seminal article by Near and Miceli (1985), the authors explore the motivations behind whistle-blowing behavior, examining the organizational and individual factors that influence the decision to report misconduct. They argue that whistle-blowing is a complex behavior influenced by personal, organizational, and contextual variables. The authors emphasize that individuals are more likely to blow the whistle when they perceive their organization as lacking ethical standards, when they possess strong personal integrity, and when they believe that their disclosures could lead to positive change. The article provides a comprehensive analysis supported by empirical data, making it a cornerstone in understanding whistle-blowing dynamics. The credentials of Near and Miceli, particularly their extensive research in organizational ethics and whistle-blowing, lend credibility and weight to their findings. Their work has shaped subsequent research and policy discussions around the importance of protecting whistle-blowers and fostering ethical organizational cultures.

Understanding the motivations and conditions that foster whistle-blowing is vital for organizations aiming to promote transparency and ethical behavior. The article underscores that organizations benefit from establishing clear reporting channels, protecting whistle-blowers from retaliation, and cultivating a culture of integrity. These insights align with current discussions in ethical organizational behavior, emphasizing that fostering a safe environment for whistle-blowing enhances overall organizational health and accountability. Personal experiences echo the importance of creating such environments; employees who feel secure are more inclined to report unethical conduct, which can prevent larger scandals and mitigate reputational damage.

From my perspective, the article highlights the critical role of organizational culture and leadership in encouraging whistle-blowing. Organizations that demonstrate transparency and uphold ethical standards are more likely to empower employees to act ethically by speaking out against misconduct. Conversely, environments rife with fear of retaliation suppress whistle-blowing and exacerbate organizational failures. Therefore, promoting ethical culture is not just a moral imperative but also a strategic necessity for organizational sustainability.

In conclusion, the article by Near and Miceli provides a foundational understanding of whistle-blowing, emphasizing the importance of organizational support and individual integrity. This research informs current practices and policies aimed at protecting whistle-blowers and fostering ethical workplaces, making it an essential read for anyone interested in organizational ethics and integrity.

References

• Near, J. P., & Miceli, M. P. (1985). Organizational dissidence: The case of whistle-blowing. Journal of Business Ethics, 4(1), 1-16.
• Detert, J. R., & Treviño, L. K. (2010). Speaking up to higher ups: How supervisory and organizational supports influence employee voice. Administrative Science Quarterly, 55(4), 54-73.
• Miceli, M. P., & Near, J. P. (1994). Individual and organizational determinants of whistle-blowing. Research in Personnel and Human Resources Management, 12, 181-209.
• Vandekerckhove, W. (2006). Whistleblowing and organizational social responsibility. Journal of Business Ethics, 65(2), 143-151.
• Kish-Gephart, J. J., Detert, J. R., & Treviño, L. K. (2009). Voice or silence? Why workers stay silent when they see unethical work practices. Journal of Applied Psychology, 94(2), 639-652.
• Kaptein, M. (2011). Understanding unethical behavior by unraveling ethical culture. Human Relations, 64(6), 843-869.
• Shaw, J., & Barry, M. (2010). Moral Issues in Business. Cengage Learning.
• Rehg, M. T., Miceli, M. P., Near, J. P., & Vannent, G. I. (2006). Who chooses whistle-blowing? A longitudinal approach. Academy of Management Journal, 49(4), 822-837.
• Bok, S. (1980). Secrets: On the ethics of concealment and revelation. Vintage Books.
• Lee, S. M. (2008). Ethical challenges in whistle-blowing cases. Journal of Business Ethics, 80(4), 809-816.