Examines the concept, consequences and concerns of whistle-blowing within an organization.
Written in 2006; 1,296 words; 6 sources; APA; $ 43.95
Paper Summary:
This paper addresses whistle-blowing as a valid concept -- the contributing factors that encourage it, the typical responses by the organization, and the consequences to the whistle-blower. Current whistle-blowing laws are presented along with recommendations of what management can do to treat it as a positive management tool.
From the Paper:
"When an employee steps forward and legitimately accuses an organization of wrongdoing, it can bring out the worst in everyone. The hierarchy -- right up the line to the CEO and the Board of Directors, if the allegations are serious enough -- may enact one of several scenarios. The company may instigate a cover-up. It could make the whistle-blower (instead of the allegations) the issue by trying to discredit the individual. It could retaliate against the whistle-blower. Or, in perhaps the most unethical of these scenarios, the company could pretend to listen, appoint the whistle-blower to solve the problem, deny access to needed information -- and make the whistle-blower the scapegoat when the wrongdoing persists."
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