An employee or officer of any institution, profit or non-profit, private or public, who believes either that he/she has been ordered to perform some act or he/she has obtained knowledge that the institution is engaged in activities which (1) are believed to cause unnecessary harm to third parties, (2) are in violation of human rights, or (3) run counter to the defined purpose of the institution and who inform the public of this fact (Bowie, 1982 AU59: The in-text citation "Bowie, 1982" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. ).
Published in Chapter:
Ethical Challenges: The Influence Organizational and Personal Values Have on Perceptions of Misconduct and the Factors of Whistleblowing
Asiye Toker Gökçe (Kocaeli University, Turkey) and Regina Durante (Galveston College, USA)
Copyright: © 2020
|Pages: 31
DOI: 10.4018/978-1-7998-4141-8.ch010
Abstract
A whistleblower might be considered as trying to help or cause trouble for an organization. Although whistleblowing seems to be a threat to organizational authority structures, it can improve long-term organizational effectiveness when leaders encourage whistleblowing in their organizations to improve their organization's effectiveness and efficiency. Further, the assurance of an ethical organizational system of procedures to frame behavior coupled with individuals who hold similar values can aid organizations in reducing wrongdoing. Without a framework of aligned values, a lack of consensus occurs causing ethical dilemmas. To better understand the motives and reasoning behind whistleblowing and whistleblowers when perceiving wrongdoing, this chapter examines the influence organizational and personal values have on perceptions of misconduct and the factors and characteristics of whistleblowers. In doing so, it will aid leaders and managers in understanding and solving issues of conflict within their sphere of influence.