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Organizations are increasingly under pressure from policymakers to adopt procedures to handle disclosures in a more transparent and effective way, yet, we continue to see whistleblowers speak up and suffer for doing so. Why does this happen? This two-volume work examines the different perspectives on who is responsible for receiving and acting on whistleblowing disclosures, implementing processes and procedures, and even deciding who can be defined as a whistleblower, These debates are contingent on underlying ideas for how whistleblowing should be handled and what channel is most appropriate, where debates also persist.
While there is widespread agreement that whistleblowing is a good thing (a position we assume in this book) the purpose of this book is to draw out the debates around the who and the how, two of the important questions for business to consider when dealing with whistleblowing disclosures. This second volume explores extra-organizational factors and their impact on the whistleblowing environment. It will be of great importance to academics and researchers of business ethics, HRM, corporate governance, leadership, strategy and corporate law.
List of contents
Introduction.- Who is a whistleblower? Current debates in multi-stakeholder forums on stretching the concept.- Who counts as a whistleblower? Legal and academic debates in France and the United-States.- Don t Blow the Whistle!.- Tangled Motives, Unstated Objectives, and Hazards to the Logic of Whistleblower Regimes: Lessons from Canadian Public Sector Whistleblowing Regimes.- Internal vs External Whistleblowing: Doing the Right Thing .. in the Right Way.- Advancing a human rights framework towards whistleblowing in Human Resource (HR) strategy and practice.- Exploring Trade Unions as a Support for Whistleblowers.- Coming to the Aid of Whistleblowers: A Typology of Support & Survival Strategies.- The Big Tech Disclosure Lifecycle: Toward a New Research Agenda.
About the author
Arron Phillips is a Lecturer in Corporate Governance and Business Ethics at Birkbeck, University of London, UK. He has been involved in researching whistleblowing for over a decade with a focus on external agents within the whistleblowing framework such as regulators and trade unions.
Meghan Van Portfliet is an Assistant Teaching Professor at Leeds School of Business, University of Colorado, USA. Her research centers on the topics of whistleblowing and organizational ignorance, and she has been invited to speak on her research in Canada, Indonesia, the UK, the US, South Africa and Ireland.
Summary
Organizations are increasingly under pressure from policymakers to adopt procedures to handle disclosures in a more transparent and effective way, yet, we continue to see whistleblowers speak up and suffer for doing so. Why does this happen? This two-volume work examines the different perspectives on who is responsible for receiving and acting on whistleblowing disclosures, implementing processes and procedures, and even deciding who can be defined as a whistleblower, These debates are contingent on underlying ideas for how whistleblowing should be handled and what channel is most appropriate, where debates also persist.
While there is widespread agreement that whistleblowing is a good thing (a position we assume in this book) the purpose of this book is to draw out the debates around the who and the how, two of the important questions for business to consider when dealing with whistleblowing disclosures. This second volume explores extra-organizational factors and their impact on the whistleblowing environment. It will be of great importance to academics and researchers of business ethics, HRM, corporate governance, leadership, strategy and corporate law.
