commitment to getting things right and when we fall short of goals, we learn from it. But we don’t penalize people merely because of an outcome.”
Ethical leadership is an important
factor in influencing a worker’s decision on whether to report an ethical transgression, but so is behavior from another source: coworkers. Employees look for social cues on whether to blow the whistle, find the authors of “Encouraging Employees to Report Unethical Conduct Internally: It Takes a Village,” published in Organizational Behavior and Human Decision Processes in 2013. Because formal or informal sanctions can come from either supervisors or coworkers, “if employees perceive that either their supervisor or peers are less ethical, they will be less likely to
report unethical conduct internally,” the study finds. Wharton management professor Samir Nurmohamed, one of the study’s co-authors, says that social pressure to act the same way plays out in the small matters as well as the large ones, and “prior research shows that when you feel close to someone at the workplace who lies, it can impair your moral judgment.” Another factor is that places with
strong cultures tend to attract and retain workers of a similar viewpoint, sometimes creating a concentration in workers more beholden to personal loyalties than ethical considerations. “Hiring people from different backgrounds and networks ensures that people in the organization aren’t dependent on that one job or organization,” says Nurmohamed.
“It also sends the message that your organization values different viewpoints, and that there is not social pressure to act the same way.”
A MAZE OF LAWS How does an employee who becomes aware of questionable behavior decide whether it rises to the level of whistleblowing material? “That is a big problem, because most employees, at least at the initial stages of a whistleblower situation, get it wrong, because there are over 50 whistleblower protection laws in the private sector, and they are all different,” says Stephen M. Kohn, partner at Washington, D.C.-based Kohn, Kohn & Colapinto. The good news is that many of these laws provide anonymity, protections from retaliation, and, in
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