a post by John Sprack on the OUP blog
“Why didn’t anyone in the know say something about it?”
That’s the natural reaction of the public when some shocking new scandal – financial wrongdoing, patient neglect, child abuse – comes to light. The question highlights the role of the whistleblower. He or she can play a vital role in ensuring that something is done about activity which is illegal or dangerous. But the price which the whistleblower pays may be high – ostracism by colleagues, victimisation by the employer, dismissal, informal blacklisting by other employers who fear taking on a “troublemaker”.
Continue reading
Hazel’s comment:
And we have to remember that it is not only at work that whistleblowing may be appropriate but detrimental to the person doing the blowing.
The neighbour whose child is always crying. Should you call social services? The police? The decision that a lot of us take is to do nothing.
And yet we have to remember: “The only thing necessary for the triumph of evil is that good men do nothing.”
Showing posts with label whistle-blowing. Show all posts
Showing posts with label whistle-blowing. Show all posts
Wednesday, 21 January 2015
Monday, 15 April 2013
Workplace bullying after whistleblowing: future research and implications
an article by Brita Bjørkelo, (Norwegian Police University College, Oslo, Norway and University of Bergen, Norway) published in Journal of Managerial Psychology Volume 28 Issue 3 (2013)
Abstract
Purpose
This paper aims to present directions for future research by linking the academic fields of workplace bullying and whistle-blowing together. This article also suggests implications as to how to deal with the health consequences that can develop after such workplace experiences.
Design/methodology/approach
The paper describes empirical research on the link between whistle-blowing and workplace bullying, and suggests how to deal with the health consequences that develop in relation to workplace bullying after whistle-blowing.
Findings
Empirical research has documented the link between whistle-blowing and workplace bullying and the devastating effects on health that may follow (e.g. depression and symptoms analogous to post traumatic stress). Implications for practice are as follows: first, to provide clear examples of unwanted workplace behaviour; and second, to help clinicians to gain a balance between the client's need to re-tell and the need for psychological treatment.
Research limitations/implications
Future studies on workplace bullying are encouraged to be aware of the link to potential previous whistle-blowing, and to study therapeutic interventions for employees exposed to bullying, and who also have reported wrongdoing at work.
Practical implications
The practical implications are to provide clear examples of unwanted workplace behaviour, and to balance the need for re-telling against the need for treatment for possible depression and trauma.
Originality/value
This paper provides valuable information for researchers, practitioners and clinicians in the field of workplace behaviour in general and in the field of managerial psychology in particular.
Abstract
Purpose
This paper aims to present directions for future research by linking the academic fields of workplace bullying and whistle-blowing together. This article also suggests implications as to how to deal with the health consequences that can develop after such workplace experiences.
Design/methodology/approach
The paper describes empirical research on the link between whistle-blowing and workplace bullying, and suggests how to deal with the health consequences that develop in relation to workplace bullying after whistle-blowing.
Findings
Empirical research has documented the link between whistle-blowing and workplace bullying and the devastating effects on health that may follow (e.g. depression and symptoms analogous to post traumatic stress). Implications for practice are as follows: first, to provide clear examples of unwanted workplace behaviour; and second, to help clinicians to gain a balance between the client's need to re-tell and the need for psychological treatment.
Research limitations/implications
Future studies on workplace bullying are encouraged to be aware of the link to potential previous whistle-blowing, and to study therapeutic interventions for employees exposed to bullying, and who also have reported wrongdoing at work.
Practical implications
The practical implications are to provide clear examples of unwanted workplace behaviour, and to balance the need for re-telling against the need for treatment for possible depression and trauma.
Originality/value
This paper provides valuable information for researchers, practitioners and clinicians in the field of workplace behaviour in general and in the field of managerial psychology in particular.
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