Whistleblowing in a changing legal climate: is it time to revisit our approach to trust and loyalty at the workplace?

Business Ethics 20 (1):71-87 (2011)
Abstract
This article suggests that the introduction of employment protection rights for whistleblowers has implications for the way in which trust and loyalty should be viewed at the workplace. In particular, it is argued that the very existence of legislative provisions in the United Kingdom reinforces the notion that whistleblowing should not be regarded as either deviant or disloyal behaviour. Thus, the internal reporting of concerns can be seen as an act of trust and loyalty in drawing the employer's attention to wrongdoing. Equally, external whistleblowing may result from a worker's belief that he or she also has a loyalty to the wider society. Given that the interests of employees do not necessarily coincide with those of their employer and that whistleblowers sometimes suffer reprisals, the author concludes that it is inappropriate to impose a contractual duty to report concerns. Instead, employers should endeavour to promote a culture of openness and create confidence in the mechanisms they provide for whistleblowing
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References found in this work BETA
Mathew Boyle (2007). The Relational Principle of Trust and Confidence. Oxford Journal of Legal Studies 27 (4):633-657.
John Corvino (2002). Loyalty in Business? Journal of Business Ethics 41 (1-2):179 - 185.
Frederick A. Elliston (1982). Anonymity and Whistleblowing. Journal of Business Ethics 1 (3):167 - 177.

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Similar books and articles
Robert A. Larmer (1992). Whistleblowing and Employee Loyalty. Journal of Business Ethics 11 (2):125 - 128.
Albert Spalding (2007). Loyalty in the Workplace. Philosophy in the Contemporary World 14 (1):50-59.
Raymond S. Pfeiffer (1992). Owing Loyalty to One's Employer. Journal of Business Ethics 11 (7):535 - 543.
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