Free Essay

Whistle Blowing, Business Ethics

In: Business and Management

Submitted By DLRULZ
Words 1762
Pages 8
| Don’t Be Afraid to Whistle | | | Dmitry Lepenkov 1087106 708 Lakeside Circle Dr.Wheeling, IL 224-595-3964 | 11/16/2010 |

The recent subprime meltdown and the economic crisis that followed have wielded few successfully prosecuted cases of fraud in the financial sector. This can partly be explained by the complex nature of the financial instruments that were used, which are hard for regulators to decipher and for judges to interpret whether any fraud occurred. It seems that the missing ingredient in most prosecutions has been the absence of any forthcoming information from insiders. Whistle blowing has been almost nonexistent during the run up to the financial crisis and its aftermath. This is reflective of the negative stigma that is associated with whistle blowing in most businesses and corporations. Combined with a culture of silence that is prevalent in the finance and accounting industries this is not a big surprise. Federal regulators and congress have been encouraging whistleblowers to step up in recent years, however more must be done. Regulators must continue to improve protection and incentives for whistleblowers to come forward. In addition corporate culture must change in its negative view of whistle blowing. Most importantly though professionals, especially accountants must understand that they are serving the public interest and thus must step up and reveal any fraudulent or unethical activities that hurt the public. Whistle blowing is hard to encourage and federal authorities have been doing terrible job of it until recently. The trend has been changing, first with the passing of the Sarbanes-Oxley Act in 2002 that included a provision for expanded whistle blower protection. The act made it legal for public companies to fire employees that reported any illegal activities in which a firm or its employees engaged in (Siegel). It is a pretty common occurrence for firms to fire employees that reported illegal activities whether to the firm’s management or to federal regulators. Management typically does not want to acknowledge that they have anything illegal or unethical going on in their department or company. Getting rid of the employee that reports such occurrences would seem like a convenient way of sweeping the problem under a rug. Before this act whistleblowers had to rely on a myriad of state laws that differed from state to state in their protection against termination or other retribution by the company (Siegel). In the case that an employee is deemed to be wrongfully terminated the employer can be subject to both civil and criminal penalties (Siegel). The civil penalty can involve damages awarded to the terminated employees such as back pay and lawyer fees. In some cases the court can force employers to reinstate the terminated employee. Yet, most companies would rather fight in court for months than hire back someone that they consider to be a traitor (Wyatt). Cases against employers usually last a very long time with huge emotional and financial hardships for whistle blowers (Wyatte). One can imagine how hard it would be to work in an environment where the employer was forced to hire you back and would do everything possible to make you quit. Most cases never actually go to court as employers would settle or the fired employee may not have sufficient evidence to prove that the reason for dismissal was due to whistle blowing (Wyatte). To start proceedings employees would have to file a complaint with the department of Labor (OSHA). Most often OSHA dismisses complaints due to lack of sufficient evidence, thus an employee never even gets a chance to sue the company in court (“Sweeping”). This is one of the major downsides of the Sarbanes-Oxley act and the current whistleblower protection laws in general. The burden of proof is mostly on shoulders of the employee which greatly diminishes the chance of a successful lawsuit. This is especially true for low profile internal complaints that may get an employee fired, but are really hard to prove as the basis of termination. To make the reporting process anonymous and thus encourage whistle blowing Sarbanes-Oxley required the company’s audit committee to create a confidential way in which employees can report any “questionable accounting or auditing matters” (Siegel). This offered more protection to whistle blowers especially on smaller internal company matters. It would save employees from getting ostracized by fellow peers and singled out by management. Whistleblower protection has recently been strengthened by the passage of the Dodd-Frank Act. It is now much easier for employees to file lawsuits against companies for wrongful termination as there is no longer the need to go through OSHA. Whistleblowers can file a lawsuit directly through a federal district court and bypass all the OSHA bureaucracy in the process (“Sweeping”). The statute of limitations also gets extended dramatically from 90 days to 10 years since the violation, giving employees a much longer time span to file lawsuits (‘Sweeping”). Still, however it is a daunting task to wage a successful lawsuit against companies who usually have an army of lawyers at their disposal. Another significant provision in the act allows the Securities Exchange Commission to create a $451 million fund which can be used to reward whistleblowers. Potentially the rewards can be huge, with the law requiring payments to tipsters of 10 to 30% of penalties above $1 million collected by the S.EC. (Wyatte). For example, if the law was in effect when the S.E.C. settled with Goldman Sachs for $550 million, a tipster could have received a reward of up to $165 million (Wyatte). This reward however is not available to everyone, people whose duty is to find fraud, such as internal auditors are exempt (“Sweeping”). Of course like the Sarbanes-Oxley Act most of the whistleblower provisions of the Dodd-Frank act only apply to public companies and their employees. The addition of potential big rewards and further protection has created a better environment for whistle blowing. Yet, there is only so much laws and regulations can achieve. The real obstacle to whistle blowing is the corporate stigma regarding the subject and each professional’s moral beliefs or lack there off. In some companies corporate culture is one of the main obstacles to employees speaking up against fraud or unethical behavior. This is true in the finance industry, particularly investment banking where employees are well compensated and there is a culture of silence and secrecy (Wyatte). Office politics often play a big part in determining whether speaking up against unethical and illegal behavior is an excepted or an admonished action in the company. This is made clear by upper management and the internal compliance departments. When the compliance department is weak and management doesn’t want anyone to get a wind of bad practices inside the firm then the probability of employees speaking up is low. In such companies it is much more likely that employees will get terminated or punished in some other way for speaking up. While some might view whistleblowers as martyrs or heroes standing up for what is right, other view them as traitors and disloyal employees. Thus, if the identity of a whistleblower is found out, which more often than not it is, this person might be avoided by fellow peers and not trusted by management to handle key tasks (Wyatte). The workplace will become hostile and unwelcoming to that person, sometimes resulting in the employee quitting by themselves. It is not like this at most firms though. Companies that have strong compliance departments, and genuinely welcoming and concerned management encourage employees to step up and say when there is something illegal or unethical happening in the company. In such firms the culture is much more open to whistle blowing and employees are not as afraid to speak out. The major part in such culture is of course the moral beliefs of employees and management. There were a lot of unethical and illegal practices in the run up to the financial crisis. Many professionals became blinded by greed and the “me ahead of everyone else mentality”. Even those few professionals that questioned the ethical and legal nature of some corporate practices kept quite, as the financial rewards were too great. It seems that accountants especially have forgotten that they have a duty not only to their client but also to the general public. That duty of course is to make sure no unethical or illegal acts are committed on their watch which may harm stock holders or anyone else related to the company in some way. Every accountant knows from accounting classes or the CPA exam the ethical guidelines of their profession. It is the duty of every accountant to speak up when they discover some questionable practice that may harm the public or the company. It is not surprising that when the financial crisis un-winded and numerous cases of fraud became public that the S.E.C was caught off guard. There were very few whistleblowers that tipped off the authorities before the financial crisis. By themselves, the S.E.C. and other regulators were not adept at finding some of the more complicated fraud schemes perpetrated in the financial sector. Authorities understood that to encourage whistle blowing there was a need for more protection and incentives. This culminated in the Dodd-Frank Act and the setting up of large reward fund for tipsters. Regulators by themselves however, cannot change the corporate culture that generally looks down upon whistle blowing. This culture must change from within, first with the strengthening of compliance departments and secondly with management that must understand that internal whistle blowing can only be good for the company. As fraud can be so damaging to a firm, it is best to root it out before it spreads and gets out of hand. Professionals, especially accountants at the same time must not be afraid of speaking out and doing what they feel is right. Everyone has a moral compass, it is just a question of whether to follow that guidance or simply ignore it. The latter is a path down a slippery slope that no professional should venture on.

Works Cited
Siegel, Paul J. “Sarbanes-Oxley Act of 2002: Expanded Whistleblower Protection.” November 2002. <>
“Sweeping New Whistleblower Incentives and Protections in Financial Reform Bill.” 21 July, 2010. <>
Wyatte, Edward. “For Whistle-Blowers, Expanded Incentives.” The New York Times. 14 November, 2010. P. B1.

Similar Documents

Premium Essay

Whistle-Blowing: Enron

...Whistle blowing is an act to disclose an organizational wrongdoing to parties that can take action. Sherron Watkins was the vice president of Enron Corporation that became a whistle blower in 2001. She sent an anonymous memo to Enron Chairman Kenneth Lay regarding the misstatements on the financial report. Enron hired lawyers from Vinson & Elkins to do an investigation on the financial misstatement allegations (Ackman, 2002). According to the memo from the investigations, after Watkins identified herself Lay held a meeting with her to discuss about her concerns regarding her allegations. The memo failed to indicate what Lay told Watkins. The investigation from Vinson & Elkins concluded that the questionable transaction that Watkins was concern about appeared proper (Ackman, 2002). Dan Ackman from Forbes argued that her action was not considered as whistle-blowing because she did not send the memo to parties that can take disciplinary action but actually provided legal cover for Kenneth Lay. Also, the fact that Watkins warned Lay about the misstatement of financial report indicates that Lay was not aware about the problem and did not do it on purpose. Watkins tries to put the blame mostly on Enron’s auditor Arthur Andersen and Vinson & Elkins and continued to provide cover to Lay and the board. Attitudes towards Whistle Blowing In today’s society, whistle blowing is viewed as misconduct and usually will cost a person’s job. In Watkins case, she said that Enron’s former......

Words: 1358 - Pages: 6

Premium Essay

Applying Ethics in Business

...Applying Ethics in Business Judy Blair-Jackson Kaplan University Ethics in Business Since the past decade more companies are focusing on incorporating ethical principles in business transactions and decision-making. One of the factors that have caused this shift on ethical focus is the financial crisis in the corporate world. Many reputable companies, CEO’s, CFO’s, and auditors have been implicated for fraudulent business activities. It is hoped that if businesses focus on building an ethical culture in the organization this may act as a deterrent to management and employees engaging in unethical business transactions and decision-making. Schein (1985) posits that the “organization’s culture is a cognitive framework, consisting of attitudes, values, behavioral norms, and expectations shared by organization members” (as cited in Brooks & Dunn, 2012, p. 254). Organizational culture can positively or negatively affect employees’ behavior. Where there is no focus of management on ethical behavior, employees may get the wrong message about the company’s stance on ethical principles. On the other hand where management displays and discusses ethics with employees, this shows a commitment from them that the company’s values ethical principles and behaviors. Management’s commitment and support to ethical standards must be evident through their actions. Brooks & Dunn (2012) stated that “it is vital that organizations create an environment culture where appropriate......

Words: 1664 - Pages: 7

Free Essay

5 Forces

...Whistle Blower Whistle blowing can generally define as a process rather than an event (Near and Miceli, 2002). Whistleblower give the information of scam or the dishonest act of the company or other employer or other parties as well as the government. Whistleblower is a person or the entity making a protected act for illegal or inappropriate act. Whistleblower can be employees, customers or the general public. For an organization it happens to have an internal or external whistleblower. Most of the whistleblower is an internal whistleblower, who only reports the misconduct within the organization. However, an external whistleblower reports the misconduct out of the organization which includes the lawyers, the media, or the different agencies. The importance of an existence whistle blower especially in an organization. It helps to perform uncommon tasks likely as payment are insufficient to support financially of the program and services that provided by the Americans. For instance, Healthcare, the Pharmaceutical industry and Medicare. Moreover, the government needs the help of whistle blower due to the government has insufficient of time, resources and most of the fraudulent claims made against it every year. Yet, whistle blower has made a part of an implication of committing to a fighting fraud. If a person choose to reports the fraud you have witnesses, it will have a guide to every step of the way (, 2014) ** In this bleak institutional context,......

Words: 2986 - Pages: 12

Premium Essay

Potential Predictors of Whistle-Blowing Intention Among Public Sector Agencies

...frequently discuss and report among reporters and society. As we know, integrity is a part of ethical values that shows the quality of being honest and having strong moral principles. It is important to be integrity person to ensure the task or jobs are more honest and there is no abuse of power among the public or private employees. The situation can be seen in several countries, there are a lot of unethical behaviors from employer or employees. There must be a reason unethical behavior happened. So, whistle-blowing protection was introduced in order to prevent any unethically behaviors in organization such as fraud, corruption, abuse of power and so on. Whistle-blowing has been defined as ‘disclosure by a current of former organization member of illegal, inefficient, or unethical practices in a organization to a person or parties who have the power or resources to take action ( Near and Meceli, 1985). It continues to receive media intention (Vinten, 1997). Whistle blowing is a deliberate non-obligatory act of disclosure, which gets onto public record and is made by a person who has or had privileged access to data or information of an organization, about non-trivial illegality or other wrongdoing whether actual, suspected or anticipated which implicates and is under the control of that organization, to an external entity having potential to rectify the wrong doing. Whistleblowing is presented as dissent, in response to an ethical dilemma, in the form of a public......

Words: 7215 - Pages: 29

Free Essay


...employee to “blow the whistle” on a fraudulent scheme they uncover within the firm? Employee handbooks are usually given to employees when they are hired. Supervisors are responsible for ensuring that new employees read the handbook, still there is no guarantee that employees read and understand the whistle-blowing policy. The measure can be taken is by finding out the root cause of employees resistance on blowing the whistle on the fraudulent. There are some barriers to ‘whistle blowing’ such as fear of retaliation, duty of loyalty and confidentiality to the employers, cultural barriers, fear of alienation by peers and lack trust in protection. The Organisation for Economic Cooperation and Development (OECD) 2003 have recommended complaint handling methods such as develop complaint mechanism to deal with allegations of non-compliance, provide clear rules and procedures for whistle blowing, take steps to ensure those who report the violations in compliance with stated rules are protected against reprisal and ensure that the complaint mechanism themselves are not be abused. Besides that, Multinational Enterprises should refrain from disciplinary or discrimination action against the employees who make the bona fide reports to management or to the competent public authorities on practices that contravene the law.   The Whistleblower Protection Act 2010 (WPA) which came into force on 15 December 2010 should be used to encourage employee to blow the whistle. This act is......

Words: 1050 - Pages: 5

Premium Essay

Whistle Blowing in a Government or Business

...Whistle Blowing in Government or in a Business To speak or keep silent, those are the two of many common issues that plays along with the ethical considerations and morale of a Whistle Blower. On the other hand, what if you saw fraudulent actions of someone, should you speak or keep quiet? What if the person doing the fraudulent actions was a friend or a high ranking official, should you speak or keep silent, these and many others are the complex situations that could happen within a business organization. Whistle blowing, which seems to become increasingly common as employees speak out about ethical concerns or illegal practices in the work place to the public or to authorities. “There is a great deal of evidence to suggest that whistle blowing is one of the most important sources of information or detecting and reducing illegal and unethical corporate behaviors” (Kohn 2011). In general, whistle blowers feel a need to report the incident in order to put a stop to the illegal or ethical concern in the business or to correct them from happening on a regular basis. In the past years, there have been a lot of cases where employees have decided to come up in public eye and expose the unethical behavior within their companies. There is no doubt that many unquestionable practices among business organizations are being committed daily. With all the recent cases of corporate fraud, companies now provide for internal rules to protect the whistle-blower against retaliation,...

Words: 2572 - Pages: 11

Premium Essay

Is Whistle Blowing Appropriate?

...Is whistle blowing appropriate? Whistle blowing legislation and organizational whistleblowing policies are intended to reduce the wrongdoing in organizations and protect the person that reports these wrongdoings. It is easier for employees to report wrongdoing when the issue of of a legal nature, as compared to wrongdoings that have an ethical issue to them. The legal wrongdoing is clearer and therefore the whistleblower has less confusion in the matter. Additionally, the whistleblower may feel that they are legally responsible if they do not report the behavior or incident (Tsahuridu & Vandekerckhove, 2008). Ethical wrongdoing is mercurial, leaving the issue open for translation, if it is not clearly stated as wrong in the company policies. Not all issues can be clearly covered even in a comprehensive policy. This leaves employees unclear about the situation and the appropriate action to take. Individuals in the workplace should feel safe reporting potential wrongdoing regardless of exact knowledge of its nature. Any circumstance that appears to be unethical to an individual should be reported and is appropriate. This will assist the individual in continuing to be a moral individual and support the development of an ethical organization (Alleyne, Hudaib, & Pike, 2013; Badaracco & Ellsworth, 1989). Does whistle blowing violate company loyalty? Whistleblowing does present itself as a conflict between the organization or organizational leader...

Words: 936 - Pages: 4

Premium Essay

Business Ethics

...Group 4 Business Ethics March 16, 2013 Question #1 What steps you would take to change an organization culture? Changing an organization’s culture is one of the toughest tasks to take on. This is so because the organization culture was formed over a period of years with interaction between customers, and employees of the organization. Culture change requires commitment, understanding and tools. These are some steps to take in changing an organization culture:- • Be aware of the culture – try to understand the organization’s current culture, the way things are done in the organization, the way persons express themselves in terms of their language and attitudes. Pay close attention to shared values. • Assess the current culture – by assessing the current culture of the organization there are three questions that can be asked: - (1) what should stay, (2) what should go, (3) what is missing. In asking these questions leadership in the organization will be better able to make decisions that to drive change in the organization. • Envision a new culture – this is where you would create ideas of the type of culture that you would want your organization to have. • Share the vision with everyone – after envisioning the type of culture suitable for the organization, the vision has to be shared with every member of the organization in order to have full participation in carrying forward the change. • Get support from leadership – ensure top......

Words: 3854 - Pages: 16

Free Essay

Whistle Blowing

...What is a whistle blower? What is a whistle blower? To the untrained eye, you may think that a whistle blower is a person who controls a sport or game with a loud device called whistle. In reality, a whistle blower has become an important part of the American business landscape. So what is a whistle blower? According to Blacks Law Dictionary, a whistleblower is an employee who turns against their superiors to bring a[n] problem out in the open. states that a whistle blower is a person who discloses improper or criminal activity within an organization. Finally, under Sarbanes Oxley, “A “whistleblower” is someone, usually an employee, who reports an employer who has broken the law to an outside agency.” Under this very important act, whistleblowers are protected by federal and state laws. Employers may not retaliate against them for reporting misconduct. Whistleblowers may not be fired or otherwise mistreated, and in some instances the government may reimburse them for costs incurred as a result of reporting. Most importantly, the federally enacted statute of Dodd – Frank defines a whistle blower as, “Any individual who provides . . . information relating to a violation of the securities laws to the Commission in a manner established, by rule or regulation, by the Commission.” There are two types of whistle blowers: external and internal. An internal whistle blower is a person who reports misconduct on a fellow employee or superior within their......

Words: 2053 - Pages: 9

Free Essay

Leg 500

...Name of the Student Submitted to Name of University Date Course Abstract Generally, whistle blower is a person who tries to expose wrong doing inside an organization either to the public or to the authorized people. Whistle blowers disclose information regarding any misconduct at their work place which they think may be against public welfare or law. They speak out to expose corruption or to expose any kind of danger to the public or the environment. Whistle-blowing can be internal or external. The whistle blowers are often well educated people holding professional positions and are altruistically motivated. They allow themselves to be guided by their own attitudes and hold utilitarian beliefs. However, in case of being found out, the effects can be vastly debilitating for them including losing the job, isolation and personal life being put in jeopardy. The Dodd Frank law provides the whistle blowers protection from retaliation from the companies. If companies retaliate to whistle blowing the employees reporting wrong doing are protected by the Dodd Frank's anti retaliation statute and liable for double back pay (Miceli, et. al. 1984). Introduction Recently, a case of whistle blowing had come to light in September last year when Khaled Asadi filed a complaint that G.E. Energy (USA) violated the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010. He alleged that he had......

Words: 1083 - Pages: 5

Premium Essay

How Personal Can Ethics Get?

...“How Personal Can Ethics Get?” Assignment 1: Business 520 How personal differences and preference can impact organizational ethics Individuals’ ethical development is established before entering a company. The influence of family, church, community, and school will determine individual values. Companies are dealing with individuals whose value base has already been established. When choosing a company to work for, one of the things that a person should look for is whether the company has like ethics or values. This makes working for a company a much better fit for your career. Most organizations have a code of conduct which describes its core values and code of ethics. People live in environments that affect them in many ways. They have their own religion, their own point of view toward an issue. While individuals values of are important, the organization has a major impact on the behavior of its members, and can have a positive or negative influence on their values. Business ethics can be defined as written and unwritten codes of principles and values that govern decisions and actions within a company.” For example, for catholic people, when your company forces the staff to work in Christmas day, what are they supposed to do? Work or go to the church? Another example, let’s say that your company harms the environment. As a manager, would you accuse the company? Or keep your work and continue receive salary. There are a lot of situations when your personal preferences...

Words: 1765 - Pages: 8

Premium Essay

Whistle Blowing

...Whistleblowing and Sarbanes-Oxley LEG 500 LEG 500 Whistle blowing has its origins from an example of law enforcement blowing a whistle when someone finds a crime or some wrongdoing process in a government. So when wrongs are taking place in government, the public they serve suffers (Chambers, 2014). The government is supposed to be open. Whistleblowers have to care about the issues that are going on in the workplace for them to commit such energy into the act. They have ethics and morals. The whistle blower is passionate about their work and its proper execution (Chambers, 2014; Lowry, Moody, Galletta, & Vance, 2013). The recent case of September 2014, Katherine Mitchell, Paula Pedene, and Damien Reese brought to light the wrongdoing at Phoenix Veteran Affairs hospital where records on appointment data were falsified to hide delays in treatment. There was financial mismanagement in the agency which was later confirmed by the inspector general after the three exposed the issue (Hicks, 2014; Lee & Fargher, 2013). Paula was punished by the management because she spoke against financial mismanagement in the hospital. She was given a desk and a job in the basement. Katherine's supervisors tried to sabotage her career by giving her a position of overseeing quality of patient care. Given that the three were protected under the Sarbanes Oxley act, they were later promoted by the agency. In this way whistle blowing is encouraged not punished. The three were......

Words: 874 - Pages: 4

Premium Essay

The "Protected Closure Act, 26 of 2000". (South African Content)

...Executive Summary Whistle blowing is when an employee raises a concern about wrongdoing or malpractice in the workplace that has a public interest aspect to it. Persons who act as whistle blowers are often subjected to retaliation by their employers. Therefore it became important to protect whistle blowers by introducing the Disclosure Protection Act (Act 26 of 2000). The purpose is to provide procedures and offer protection to employees against organisational detriment. Even though the Act intends to protect whistle blowers, the reporting rate has declined. Thus it is crucial to investigate the current procedures in order to provide recommendations to improve the Act, consequently curbing fraud and miscarriage of justice. Question 1 • How are informants being protected? As employers and employees consequently have to disclose criminal and unwanted conduct within the workplace, steps need to be instilled by employers to ensure that whistle blowers are protected from occupational detriment. This act attempt to prevent employers from treating disclosing employees with detriment such as disciplinary action, demotion, harassment, unwanted transfers, etc. • Who is being protected? Employees disclosing legitimate concerns about irregularities are being protected by the act. Those employees are to be protected from unwarranted conduct by their employers and cannot be discriminated against. They may not be victimised or penalised by their employer in any form for having......

Words: 3059 - Pages: 13

Free Essay

Employment at Will Doctrine

...Employment at Will Doctrine Kristen Harrison Leg 500 February 4, 2014 Elaine B. Wilson EMPLOYMENT AT WILL DOCTRINE The Employment at Will Doctrine The employment at will doctrine was developed in the late nineteenth century, as a default employment contract which was assumed to give employers and employees equal ground to develop wages, benefits, and employment agreements. The employment at will doctrine continues to prevail in all American jurisdictions except Montana. An employer can terminate an employee for a good reason, a bad reason, or no reason at all (Bagenstos, 2013). The employment at will doctrine is void if reason states that it is specifically forbidden by some external source of law, such as an antidiscrimination statue (Bagenstos, 2013). Employees formed unions during the industrial revolution, in order to toughen their negotiating power against large corporations, which fired employees at will to keep labor cost low and profits high (Muhl, 2001). Before employees formed unions the working conditions were unethical, and favored the employer who could fire the employee at will (Muhl, 2001)The 1960’s was where Federal legislative protections started to play a major part in protecting employees. Title VII of the 1964 Civil Rights Act put a damper on the unethical treatment of employees by their employers. The Federal legislation protected employees from illegal discharge based......

Words: 1470 - Pages: 6

Premium Essay

The Un Ethical Stealing of an Employee Sales

...Whistle Blowing On A Manager Ethical Or Not Is Whistle Blowing On A Manager Ethical Or Not? Business Ethics Name Here Excelsior Online College This paper is prepared for Business Ethics 323 taught by Professor Andrea Lucas. Abstract Dealing with whistle blowing on the store manager, I found to have great internal ethical conflict. Even with none of this situation being my fault I still managed to want to consider how it would affect him, his family and other employees lives. How was the store manager being un- ethical and should I feel bad about the blowing the whistle, in this situation? Is Whistle Blowing On A Manager Ethical Or Not? In 1995 right out of high school, I applied for what I thought was the best jobs in the world. Lead sales associate at a Radio Shack store. As a young enthusiastic youth I thought that this new position was going to make me. I had a pay increase and would get commission on top of it, what could be better. At this time in my life consequentialist theories in relation to work were very weak and almost non existing. I guess that’s wrong to say, I was really not aware and trusting. I had an idea in my head from previous jobs, a manager is supposed to look out for employees. I had managers that took the utilitarian approach, and identified how situations would harm or benefit the employee. So you can imagine how surprised I was...

Words: 918 - Pages: 4