The disclosure by organization members (former or current) of illegal, immoral, or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action ( Near & Miceli, 1985 ).
Published in Chapter:
Organizational Culture and Ethics: The Influence Organizational and Personal Values Have on Perceptions of Misconduct and the Factors of Whistleblowing
Regina Durante (Greystone International Leadership Group, USA) and Asiye Toker Gökçe (Kocaeli University, Turkey)
Copyright: © 2017
|Pages: 26
DOI: 10.4018/978-1-5225-1049-9.ch073
Abstract
As a process, whistleblowing is giving information about the acts resulting in harm to third parties. It is a disclosure by organizational members of illegal, immoral, or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action. 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.