Topic: Whistle Blowing Definition — A Brief Explanation

Topic Whistle Blowingdefinition A Brief Definition Of The Key Term F

Topic- Whistle Blowing 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 chapter 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.

Paper For Above instruction

Whistleblowing is a critical aspect of organizational ethics and accountability, serving as a mechanism for exposing wrongdoing, misconduct, or unethical practices within an organization. It involves an individual, often an employee, who reports illegal or unethical actions to internal authorities or external regulators. The act of whistleblowing is complex, rooted in moral obligation, organizational culture, and the potential consequences for the whistleblower.

According to Near and Miceli (1985), whistleblowing can be defined as 'the disclosure by organization members of illegal, immoral, or illegitimate practices under the control of their employers' (p. 4). This foundational definition highlights the protective role whistleblowers serve in maintaining organizational integrity. The importance of whistleblowing has grown in recent years, especially with increased corporate scandals and regulatory oversight, which underscore the need for effective mechanisms that encourage employees to speak out without fear of retaliation.

The article by Dozier and Miceli (1985) delves into the motivations and barriers faced by whistleblowers, emphasizing that organizational culture, fear of retaliation, and lack of support significantly impact the likelihood of reporting unethical behavior. The authors, both renowned scholars in organizational ethics, provide a thorough analysis of the psychological and institutional factors involved in whistleblowing. Their research enhances credibility, as both have extensive experience studying organizational behavior and ethical reporting.

In my own experience, I have observed that organizations with transparent communication channels, strong ethical standards, and protections for whistleblowers tend to have higher reporting rates of unethical conduct. Conversely, in environments where retaliation is likely or whistleblowing is stigmatized, employees often remain silent, potentially allowing misconduct to persist. This aligns with the article’s findings that organizational support and trust are essential for encouraging whistleblowing.

Relating this to the chapter on organizational ethics, whistleblowing is a manifestation of individual moral responsibility within organizations. It reflects an employee’s conflict between loyalty to the employer and moral integrity. The chapter emphasizes the importance of cultivating an ethical culture that empowers employees to act ethically and report misconduct without fear. The article reinforces that organizations should develop clear policies, protections, and supportive environments to foster whistleblowing, ultimately contributing to ethical organizational practices.

In conclusion, whistleblowing serves as a vital ethical safeguard for organizations, promoting transparency and accountability. The scholarly insights provided by Near and Miceli (1985) highlight the importance of organizational support structures in facilitating this practice. From personal observations and chapter concepts, it is evident that fostering an ethical culture is essential for encouraging whistleblowing, thereby enhancing organizational integrity and societal trust.

References

• Dozier, J. B., & Miceli, M. P. (1985). Potential predictors of whistleblowing: A model examination. Academy of Management Review, 10(4), 682-692.
• Near, J. P., & Miceli, M. P. (1985). Organizational dissidence: The case of whistle-blowing. Journal of Business Ethics, 4(1), 1-16.
• Pinkston, J., & Caruth, D. (2016). Whistleblowing in organizations: An ethical perspective. Business Ethics Quarterly, 26(3), 369-386.
• Viget, F., & Sethi, S. P. (2018). Ethical dilemmas and whistleblowing decisions: An empirical examination. Journal of Business Ethics, 150, 99-115.
• Rehg, M. T., Miceli, M. P., & Near, J. P. (2008). Whistle-blowers and the organizational accountability process. Journal of Business Ethics, 81, 791-805.
• Alleyne, P. (2018). Whistleblowing: An ethical perspective. Ethics & Behavior, 28(4), 291-306.
• Kaplan, S. (2014). Organizational culture and whistleblowing: A review. Journal of Management & Organization, 20(2), 156-176.
• Lubbers, M., & Olssen, M. (2010). Ethical climate and whistleblowing intentions. International Journal of Business and Management, 5(11), 45-60.
• Sims, R. R. (2003). Ethics and corporate social responsibility. Journal of Business Ethics, 44(4), 391-408.
• Treviño, L. K., & Nelson, K. A. (2017). Managing Business Ethics. John Wiley & Sons.