This is such an interesting topic. While working for my former employer we did not have a whistleblowing program. Managers, directors, and upper management were very approachable. But at the same time, they were also the ones who encouraged us, during quarter-end, to start campaigns prior to the contracted date or not notify our clients of certain filters to their campaigns. There were many instances of legal versus ethical or unethical. I always felt uneasy about doing it even though it didn't make a significant difference to the deliverable they would receive at the end of their campaign. In most instances I refrained from doing it or fixed issues on the back-end without telling my manager so that I wouldn't run into problems with my client. They saw it as a minor unethical thing to do because they wanted to ensure that the bottom line, revenue, was secured.
I think if i was to ask the organization's employees and contractors "would you fear retaliation if you reported unethical activities to the whistleblowing program?" there would be a bit of a mixed reaction. Most people would be comfortable enough to voice grievances without any backlash. On the other hand, I think the upper management would of course portray to the company that they welcome it but I think there would be instances where they may feel a bit uneasy about it. Nonetheless, I think it is important to be able to communicate about unethical issues within an organization. Even more so depending on certain industries such as healthcare, financial, governmental it is important to have whistleblowing programs because they are working directly with the population and their decisions have tremendous effect. Therefore, having the program and people feeling comfortable enough to use it is important. I think the key or the foundation for good business ethics is transparency. As stated in the book "transparency is the best policy (Trevino & Nelson, 2014, p.124).
Trevino, L. & Nelson, K. (2014). Managing Business Ethics: Straight Talk About How to Do It Right. John Wiley & Sons.
this is the first one, reply her about 100 words. just need to reply feeling about after reading.
After reading the supplementary scenarios, my impression is that navigating these situations is extremely difficult/ambiguous and they require a very astute and well-versed individual to traverse them successfully. Situations like these are few and far between, but when they arise they are quite dangerous even to a very experienced individual. According to Trevino (2014), your career "can be irrevocably damaged if you mishandle an ethical issue" (p. 110).
For the most part, these situations are moderately straightforward and navigable. However, the Human Resources scenario and Corporate Resources scenario are difficult situations to be in. With the Human Resources scenario, you have essentially been excluded from the committee by the other committee members. This might be because of your position as a member of a minority group. Most likely, this is a case of discrimination in the work place which is a huge problem with terrible consequences if proven. The Civil Rights Act brings legislation that prohibits discrimination based on race, religion, sex, color and national origin (Trevino, 2014, p. 117).
However, deciding what to do in this situation might be difficult to discern. I think a possible action would be to try to convene the committee and explain that you want to be an active participant. You would like to be involved in any meetings because you think all of them are valuable to participate in. If the other committee members were unreceptive and continued their current actions, it might be prudent to escalate the issue to management.
With the Corporate Resources scenario, I would most likely approach Pat Brown and inquire as to why she included you in the expense report. I would ask her come forth with the truth and correct her prior expense report. If she was unreceptive, I would escalate the situation to the manager and ask for advice.
Some resources available would be internal auditors, lawyers, managers, and hopefully a CEO direct helpline. The company should also have some employee guidelines to help aid in the decision.
References:
Trevino, L. & Nelson, K. (2014). Managing Business Ethics: Straight Talk About How to Do It Right. 6th Edition. Hoboken, NJ: John Wiley & Sons, Inc.
this is the second one, reply him about 100 words, just say some feeling about after reading.