When we talk about whistleblowing that is a valuable tool in any organization corporate governance strategy because it empower employees to act on incidences of misconduct and help maintain a safe workplace, while protecting profits and reputation. Whistleblowing are always facing two dilemmas: a conflict between personal and organizational, and a conflict between obligations owed to an organization. Therefore, whistleblowing must involve an intentional disclosure of information to which the whistleblower has privileged access. In general, employees have such a privileged access. They know what is going on at work, and specific jobs entail specific information about what an organization is doing. The disclosed information must be about a perceived malpractice in organization, or under responsibility of the organization, and the aim of the disclosure has to be rectification of that malpractice or wrongdoing.
The most important ways of ensuring the mentioned ability to disclose is protection of people willing to blow the whistle. One of the possible reasons for not blowing the whistle is fear of retaliations, mostly the fear of being fired, or be pushed to resign. Other barriers for whistleblowing are legal restrictions. Nearly every company has strict rules for employees concerning the duty of loyalty and confidentiality. Of course not every act involving the disclosure of exclusive, hidden, confidential or secret information may be considered whistleblowing, since it has its unambiguous characteristics and rules: whistleblowers reveal information by their own will, selfless, and/or because of their commitment to public interest and public good. Another initial requirement of whistleblowing is that any kind of disclosure has to be made in good faith.
When we talk about whistleblowing that is a valuable tool in any organization corporate governance strategy because it empower employees to act on incidences of misconduct and help maintain a safe workplace, while protecting profits and reputation. Whistleblowing are always facing two dilemmas: a conflict between personal and organizational, and a conflict between obligations owed to an organization. Therefore, whistleblowing must involve an intentional disclosure of information to which the whistleblower has privileged access. In general, employees have such a privileged access. They know what is going on at work, and specific jobs entail specific information about what an organization is doing. The disclosed information must be about a perceived malpractice in organization, or under responsibility of the organization, and the aim of the disclosure has to be rectification of that malpractice or wrongdoing.The most important ways of ensuring the mentioned ability to disclose is protection of people willing to blow the whistle. One of the possible reasons for not blowing the whistle is fear of retaliations, mostly the fear of being fired, or be pushed to resign. Other barriers for whistleblowing are legal restrictions. Nearly every company has strict rules for employees concerning the duty of loyalty and confidentiality. Of course not every act involving the disclosure of exclusive, hidden, confidential or secret information may be considered whistleblowing, since it has its unambiguous characteristics and rules: whistleblowers reveal information by their own will, selfless, and/or because of their commitment to public interest and public good. Another initial requirement of whistleblowing is that any kind of disclosure has to be made in good faith.
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