Whistleblowing policy Essay Example | Topics and Well Written Essays - 750 words

Whistleblowing policy - Essay Example In both public and private organizations, incidents of unethical and unprofessional conduct by the employees are common occurrences. The actions of such employees can take different forms, including sabotage, misappropriation of funds, espionage among other deeds against the professional ethics and conduct of an organization (PwC, 2011). The effects of such actions in an organization can be severe to both the company as well as the public, depending on the magnitude of the action. However, Boyle (1990) noted that any action that goes against the code of ethics of a particular organization, regardless of how small causes irreparable damage, which could herald greater economic and public image of the company. Adler and Daniels (1992) defined whistleblowing as â€Å"the public interest disclosure whereby a fellow worker reports a concern about the misconduct or omissions of the fellow colleague(s) and or employers that may cause danger to other people or the organization.† Most a ctions of misconduct involve theft and compromising on the safety of fellow workers and the public. The importance of whistleblowing in an organization cannot be overemphasized especially in the current competitive world market, which exposes organization to insecurity in order to undermine the competitive edge in business. In this regard, many corporations are increasingly formulating whistleblowing policies as a measure of preempting such attacks. Voluntarily instigated whistle blowing policy is one of such measures and according to Lewis (2001), the disclosure should be made in good faith, meaning that the confession should made out of real concern about a wrong action. In this regard, making maliciously motivated disclosures based on false accusations does not amount to whistle blowing. For whistleblowing to perform in the best interests of the company, Lewis (2001) notes that the whistleblower should have reasonable conviction that the information in his or her knowledge is sig nificantly correct even if it could turn to be untrue later. Raising grievances or complaining does not amount to whistle blowing because such talk in an organization is usually personalized, where employees could complain of being mistreated or sabotaged. In this case, a whistle blower should not be a person who has direct personal interests on the result of any given exploration or investigation to their concerns that they might have raised. A whistleblower should raise real concerns so that other in authority can address the problem (Jesse, 2010). Organizations have different areas of concern and they include but not limited to the incidents where an employee defrauds the organization, physical or emotional abuse of patients such as the elderly and vulnerable groups in medical setting. Moreover, faulty machines or equipment that expose operators and clients to risk in addition to situations where employees are bribed to award grants tenders and other approved monetary transaction s in an organization(Jesse, 2010). Whistleblowing could serve in an organization’s interest by enhancing better risk management practices (Adler and Daniels, 1992). However, employees should be empowered so that they can have enough confidence to report matters of concern without suffering from any form of physical, psychological and financial consequence. It is important for organizations to have effective risk management practices to prevent incidents of costly litigations, higher insurance premiums, damaged reputation of the organization in addition to loss of lives, jobs and even being subjected to stringent investigations (Adler and Daniels, 1992). In this regard, instigated voluntary whistle blowing can help in triggering early warning systems for employers. This could enable organizations to enforce effective policies that provide clear framework for taking action against culpable employees and employers. If employees voluntarily voice their concerns in an organization without being forced to approach an external authority, employers would often have the