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AnnotatedBibligraphy.docxSami Hakami
Annotated Bibliography
Question Research: How can manager encourage employees to report wrongdoing?
Miceli, M. P., Near, J. P., & Dworkin, T. M. (2009). A word to the wise: How managers and policy-makers can encourage employees to report wrongdoing. Journal of Business Ethics, 86(3),379-396. doi:http://dx.doi.org/10.1007/s10551-008-9853-6
Miceli’s, Near’s, and Dworkin’s paper point great suggestions for managers who are interested in encouraging employees to report problems and wrongdoings by researching on whistle-blowing by social scientists and legal scholars. They also indicate ways that research suggests policy-makers can have a positive leverage. The article mentions steps that managers can take to avoid the potentially negative effects. This paper related to my question because it has many tips for how managers can motivate employees and avoid negative influences.
Park, H., Blenkinsopp, J., & Park, M. (2014). The influence of an observer's value orientation and personality type on attitudes toward whistleblowing. Journal of Business Ethics, 120(1), 121-129. doi:http://dx.doi.org/10.1007/s10551-013-1908-7
This study investigates the influence of an observer’s value orientation and personality type on attitudes toward whistleblowing to explain the relationship between these two factors and attitude toward whistleblowing. The study offers two main examinations. First, it examines what role an observer’s value orientation and personality type play in determining the attitudes. Second, it provides insights into designing an ethical training program and developing policy aimed at changing negative attitudes toward whistleblowing. This study is extremely important because it will help managers to avoid and change negative attitudes.
Dasgupta, S., & Kesharwani, A. (2010). Whistleblowing: A survey of literature.IUP Journal of Corporate Governance, 9(4), 57-70. Retrieved from http://proxy-s.mercer.edu/login?url=https://search-proquest-com.proxy-s.mercer.edu/docview/759597922?accountid=12381
This paper points out the relevant literatures regarding the types of whistleblowing and the whistleblowing process. Second, it discusses how organizational loyalty differs from whistleblowing. Then, this paper discusses the reasons and the motivations of the whistleblowers. Finally, it confirms the results of whistleblowers and what are some of the various laws to protect the whistleblowers. This paper is useful for managers because it will provide them how to protect and motivate whistleblowers to report wrongdoings in the organizations.
Near, J. P., & Miceli, M. P. (1996). Whistle-blowing: Myth and reality. Journal of Management, 22(3), 507. Retrieved from http://proxy-s.mercer.edu/login?url=https://search.proquest.com/docview/197135325?accountid=12381
This study is trying to separate myth from reality by studying research to find policies to encourage whistle-blowing in order to control organizational behavior. As organizations fight to find ways to deal with whistle-blowers, managers should find ways to motivate employees to report illegal organizational behavior. This study will boost managers to control and incentive workers to report wrongdoing.
Meinert, D. (2011). Whistle-blowers: Threat or asset? HRMagazine, 56(4), 27-32. Retrieved from http://proxy-s.mercer.edu/login?url=https://search.proquest.com/docview/859008139?accountid=12381
Meinert in his paper indicates the best way to keep out of the legal trouble is to create a culture of integrity, starting with company leaders. The best way for leaders to reduce the risk of whistle-blower lawsuits and expensive government investigations is to set high ethical standards and treat whistle-blowers as assets, Steven J. Pearlman, a partner at Seyfarth Shaw LLP in Chicago, says. Company managers have to step up internal reporting procedures and management training to encourage employees to report their troubles to the company first and managers must play an important role in this process. This article helps managers to build good relationships with employees and provide managers ways to use low to protect whistle-blowers.
University, S. C. (February 04, 2003). Encouraging internal whistleblowing in organizations. Retrieved from https://www.scu.edu/ethics/focus-areas/business-ethics/resources/encouraging-internal-whistleblowing/
This article explains how organizations can prevent and encourage internal whistle-blowing. Also, it provides some best practices for encouraging employees to present unethical or illegal practices to the front and addressing them before they become crucial to an organization. This paper will give members a great information to motivate whistle-blowing.
General Information About Whistleblowing and Retaliation(n.d.). Workplace fairness. Retrieved from https://www.workplacefairness.org/general-whistleblowing
This paper talks about many states and federal laws that protect whistle-blowers from the relationship with their employers. Also, it talks about how anti-retaliation laws can protect you when you do the right thing and report wrongdoing. This article is important to managers because it will assist them to know about federal laws that will protect whistle-blowers.
MacDougall, D. R. (2016, March 01). Whistleblowing: Don't encourage it, prevent it; Comment on. Retrieved from http://www.ijhpm.com/article_3116_0.html
This article discusses that “we should not comprehend the author conclusions to apply to “whistle-blowing” proper because their recommended approach would be both unfeasible and undesirable for addressing whistleblowing defined in this way.” It is very significant to distinguish internal reporting about wrongdoing from whistle-blowing proper because they are different and should not be dealt with in some way. It is related to my topic because it will help leaders to defernite between wrongdoing from whistleblowing proper.
Miceli, M. P., Near, J. P., & Dworkin, T. M. (2009). A word to the wise: How managers and policy-makers can encourage employees to report wrongdoing. Journal of Business Ethics, 86(3), 379-396. doi:http://dx.doi.org/10.1007/s10551-008-9853-6
This article provides a thorough examination of three studies of changing techniques intended to complement and build upon each other. They look at how supervisory moral administration is related to workers’ reporting unethical lead within the organization. They also examine the positive impact of managers is enhanced by another important social influence. This article is related to my question because it will provide managers and organizations information to how to support and motivate internal whistle-blowing.
Rachagan, S., & Kuppusamy, K. (2013). Encouraging whistle blowing to improve corporate governance? A Malaysian initiative. Journal of Business Ethics, 115(2), 367-382. doi:http://dx.doi.org/10.1007/s10551-012-1402-7
This article checks out if the introduction of new laws to encourage and protect whistle-blowers is enough to develop corporate governance in Malaysian public-listed companies. Also, it provides suggestions to formulate internal whistle-blowing policies for companies. The article provides a lot of alternate ways to encourage whistle-blowing in Malaysian companies. This article is useful to my topic because it provides managers and organizations information to how to support and enhanced internal whistle-blowing.
Krell, E. (2002). Corporate whistle-blowers: How to stop wrongdoing in its tracks. Business Finance, 8(9), 16-22. Retrieved from http://proxy-s.mercer.edu/login?url=https://search.proquest.com/docview/211033480?accountid=12381
This paper talks about how top managers have to hear and respond to worker concerns if they want to help the organizations. Top managers must understand the motivations of whistle-blowers and the position of whistle-blowing. This article is related to my question because it will help managers to develop channels to encourage the whistle-blowing.
Gundlach, M. J., Martinko, M. J., & Douglas, S. C. (2008). A new approach to examining whistle-blowing: The influence of cognitions and anger. S.A.M. Advanced Management Journal, 73(4), 40-50. Retrieved from http://proxy-s.mercer.edu/login?url=https://search.proquest.com/docview/231264445?accountid=12381
This article explains how specific cognitive and emotional responses to understand workplace wrongdoing drives to whistle-blowing decisions. It presents highlights the complex relationship between awareness and emotions. This paper is important to managers because it has information that will help directors to understand emotions and feeling of whistle-blowers.
Barnett, T. (1992). Why your company should have a whistleblowing policy. S.A.M.Advanced Management Journal, 57(4), 37. Retrieved from http://proxy-s.mercer.edu/login?url=https://search.proquest.com/docview/231241282?accountid=12381
This research indicates that many factors are necessary if whistle-blowing is to be managed more efficiently. First, employees must be informed of the right steps to take in communicating their ethical concerns. Second, employees have to believe that their concerns will be considered important and will be researched. Finally, employees must feel safe. This research is important because it will help managers to take a steps to make employees feel safe.
Blackman, S. (2009, June 22). Three ways to encourage internal whistle-blowing. Retrieved from https://www.cbsnews.com/news/three-ways-to-encourage-internal-whistle-blowing
The article indicates three ways to encourage internal whistle-blowing to deal successfully with wrongdoing. It is very important that management has a powerful policy in organizations. The author suggests conduct training, establish means of reporting wrongdoing, and offer financial incentives to encourage internal whistle-blowing. As I see that this article is essential for managers to give them some ways to motivate whistle-blowing.
The CleanGovBiz. (2012). Whistleblower protection: Encouraging reporting. Retrieved from http://www.oecd.org/cleangovbiz/toolkit/50042935.pdf
The CleanGovBiz in their paper reviews how whistleblower protection is fundamental to encourage the reporting of fraud and corruption. When companies provide dynamic protection for whistleblowers, they will motivate employees to report wrongdoing. Also, the article mentions that the protection of both public and private sector whistleblowers from the relationship to reporting other wrongdoing. This paper presents good ideas and ways to help managers and organizations to protect their employees when they report wrongdoings.
Xu, Y., & Ziegenfuss, D. E. (2008). Reward systems, moral reasoning, and internal auditors' reporting wrongdoing. Journal of Business and Psychology, 22(4), 323-331. doi:http://dx.doi.org.proxy-s.mercer.edu/10.1007/s10869-008-9072-2
Xu and his colleagues analyze the issue of whistle-blowing behavior that consequences from internal auditors discovering company wrongdoing. They examine that how reward systems such as cash incentives have an impact on auditors’ exposing wrongdoing behavior. The consequences point that internal auditors are more likely to report wrongdoing to managers when incentives are provided. Reward systems have a good impact on exposing companies wrongdoing. This study is related to my question because it will provide managers and organizations information about how reward systems can play a big role to encourage employees to report wrongdoing.
MacGregor, J., Robinson, M., & Stuebs, M. (2014). Creating an effective whistleblowing environment. Strategic Finance, 95(9), 35-40. Retrieved from http://proxy-s.mercer.edu/login?url=https://search-proquest-com.proxy-s.mercer.edu/docview/1510249776?accountid=12381
MacGregor and his co-authors outline many ways to create an effective whistleblowing environment. Also, this article shows a general reporting process to explain how the whistleblower makes decisions. Companies need to understand what they can do to impact employees decision to blow the whistle and make a dynamic system of whistleblowing procedures. This paper is very important to my question because it indicates that how to create an effective whistleblowing environment to reduce the danger of wrongdoing that will go unreported.
Brain, P. (2014, May 30). Why you should encourage whistleblowing at your company. Retrieved from https://www.fastcompany.com/3031223/5-ways-to-actually-make-whistleblowing-work-for-your-business
Brain in his article provides the five ways to inspirit the practice for more conscious leadership. “These ways will help organizations to avoid the pitfalls of all those brands being dragged through the mud by encouraging whistleblowers such as practice an open-door policy, provide an anonymous suggestion box, walk your talk, take the good and the bad, and show you are listening. This article is related to my question because I believe that these five ways will help managers and organizations to encourage whistleblowers.
Martin, L. (2017, May 04). How to cultivate a whistleblowing culture. Ethical Corporation Retrieved from http://www.ethicalcorp.com/content/how-cultivate-whistleblowing-culture
Leo Martin in his article explains how to cultivate a whistleblowing culture. He points out that according to the 2015 ethics at Work survey by IBE half of employees who notice misconduct would not raise concerns and 61% said they were not happy with the outcome. He mentions three ways to plant a whistleblowing culture in organizations. The three ways are set the right tone, get training right, and recruit stakeholders. This paper is fundamental for managers and organizations to learn how to encourage a whistleblowing culture.
Mints, S. (2016, March 31). To Prevent Whistleblowing, Encourage Whistleblowing. Retrieved December 08, 2017, from http://www.workplaceethicsadvice.com/2016/03/to-prevent-whistleblowing-encourage-whistleblowing.html
