Whistleblowing and Organizational Sustainability

Whistleblowing and Organizational Sustainability

Chapter One

RESEARCH OBJECTIVE

The following are the objectives of research:-

to examine the effect of whistle-blowing on the organization and employees.
to determine management perception of whistle-blowing.
to investigate the Intentions of whistle-blowing.
to determine ways in which management can utilize whistle-blowing for organization sustainability.

CHAPTER TWO

LITERATURE REVIEW

Introduction

This chapter reviews what other scholars have had to say about whistle blowing as a organizational sustainability through corruption intervention. It provides empirical review of the past research both globally, international and nationally. It also focuses on summary of research gaps in knowledge that the current study attempted to fill. The study is meant to strengthen whistleblowing and to encourage whistleblowers to continue with their patriotic duty.

Empirical Literature Review

This section presents empirical literature from previous studies. The literature is organized according to the study objectives. There are several studies conducted previously with the aim of determining the level of success of corruption cases handled as a result of whistleblowing. This section reviews some of the most relevant in reference to the goals and objectives of this study.

Proportion and Rate of Success in Corruption Cases resulting from Whistleblowing

Ogungbamila (2014) carried out a study to investigate the relationship between whistleblowing and anticorruption crusade in Nigeria. In his study, he targeted the various judges and prosecutors of the law courts as his respondents and using a random sampling method, he managed to interview 67 judges with the main aim of determining how many cases of corruption have been reported and prosecuted successfully as a result of whistleblowing. The results revealed that even though several cases were brought up as a result of whistleblowing, very few have been successful following the fact that most of the cases as much as they have strong base argument, they lack enough evidence to hold the victims culpable. The weakness of this empirical study as that it cannot be generalized to cover the case of Nigeria.

Relevant to this study, Ayagre and Aidoo-Buameh (2014) conducted research to determine the impacts of a proper reward system to whistleblowing in organizations. Their main aim was to find out if there is any relationship between reward and whistleblowing towards solving unethical cases in various organization. The researchers targeted various organization where by, using a questionnaire, they collected data from the human resource managers who were sampled randomly. The study revealed that indeed there is a positive correlation between reward system and whistleblowing towards solving unethical cases in organizations. In their study, they summarized their findings stating that when individuals are assured of protection, any form of reward and even action upon the reported, the rate of whistleblowing goes up thus reducing unethical behaviors in organizations and institutions. The weakness of this empirical study as that it cannot be generalized to cover the case of Nigeria as it looked at organizations in general and not public sector.

Unlike the above studies, Olsen (2019) in his research on politics of whistleblowing in organization contradicts the act of whistleblowing as a measure to curb unethical behaviors including corruption in organizations. In his research where he did a random sampling and asking 5 employees in 20 different organizations and institutions. The results revealed that most respondents were agreeing with his research that through whistleblowing, politics can become an issue where employees can frame each other, backbite and even false accuse one another. He however provides a solution to this by stating that whistleblowing can still be encouraged in organization. The weakness of this empirical study as that it cannot be generalized to cover the case of Nigeria as it looked at organizations in general and not public sector.

The proportion of Corruption cases is a function of several interrelated factors including better frameworks of whistleblowing and protection (Annakin, 2011). In the UK, for instance, there has been a striking upsurge in whistleblowing, predominantly in the health and financial services sectors, since new law was inaugurated (European Commission, 2018). The whistleblowing surge corresponded with the UK Bribery Act in 2010 which mainly emphasized on the protection of the whistleblowers and the responsibilities of the state to its citizens who are willing to bring down acts of bribery of any form through whistleblowing. The UK regulator, the Financial Conduct Authority, disclosed at the beginning of 2014 statistics substantiating the opening of 254 new cases on the background of whistleblower evidence between November 2012 and October 2013 (Financier Worldwide Magazine, 2014). It is thus evident that whistleblowing mechanism is one of the factors affecting prevalence of success of whistleblowing as a tool of fighting corruption.

In the “US, securities whistleblowers have been supported with a number of inducements and protections by all-inclusive pieces of legal codes. The Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010” is hailed for its impacts on the milestones which have so far been witnessed including Section 922. “In November 2013 the Securities & Exchange Commission (SEC) made preeminent $14m reward payout to a whistleblower whose work enabled the Commission to recover $147m swindled from foreign investors in a Chicago-based scheme”. The reward translated to about 10% of the recovered funds, which coincides the lowest range established by the Dodd-Frank whistleblower bounty program. The program gives the SEC the discretion to award a whistleblower up to 30 percent of any recovered sum (Financier Worldwide Magazine, 2014).

CHAPTER THREE

RESEARCH METHODOLOGY

Introduction

Advertisements

This chapter examines the methodology that was adopted to conduct the research. It therefore describes the research design, the area of the study, the targeted population in the area of study, the study sample and sample size from the target population. The chapter also describes the sampling and the procedure used in collecting data, and the instruments that was used to collect data from the participants and pilot study, reliability and validity of the instruments and finally the data analysis tools and methods. This order was how the chapter was organized.

Research Design

A “research design entails the plan, structure and strategy to be utilized in investigating the research problem and obtaining answers to research” questions (De Zilwa, 2010). It entails a blue print under which a study is conducted, ensuring there is maximum control over factors having potential influence on the validity of the findings (Creswell & Creswell, 2017). This study adopted a descriptive survey research design. “This research design allowed collection of quantitative and qualitative data that the study used. Quantitative data was collected utilizing questionnaires while qualitative data was collected using key informant interviews. This certain design was ideal since the research involved the simultaneous collection and comparison of data from the phenomenon”.

Descriptive “survey is a method of collecting data based on communication with a representative sample of individuals” (Sigmund, 2007). This design was the most appropriate for this study as the study involved a one-on-one data collection technique where a single respondent was giving data representing individuals. “Further the design through the use of questionnaires and interviews provided respondents with an opportunity to provide information about themselves, their attitudes and beliefs, demographics and other past, present and future behaviors (Collins, Ogundimu & Altman, 2016)”. The design was appropriate since the study seeks to evaluate the effectiveness of whistle blowing as a organizational sustainability through corruption intervention in University of Benin in Nigeria.

Target Population

The target population for this study includes the court judges in Benin law courts, some of whom are behind some of the corruption cases reported in Edo state. The study was not limited by the level of authority of the judges, that is, it collected data from both the high court, supreme court, court of appeal, the employment and labor relations court, environment and lands court and the subordinate courts targeting those who have dealt with corruption related cases. The study also supplemented its data by gathering information from the Uniben management staff. These are the most appropriate target population as they have been handling corruption cases reported by whistle blowers and hence were in position to give in-depth information about how whistle blowing had contributed to success in prosecution of corruption cases, measures in place encouraging whistle blowing and mechanisms of improving whistle blowing.

Study Sample

A sample is a set of entities drawn from a population” in order to estimate the population characteristics (Collins, Ogundimu & Altman, 2016).’

CHAPTER FOUR

DATA ANALYSIS, PRESENTATION AND INTERPRETATION

Introduction

This chapter presents analysis and interpretation of the primary data. The findings aimed to evaluate the effectiveness of whistle blowing as a organizational sustainability through corruption intervention in in University of Benin in Nigeria. The chapter covers findings for response rate, reliability analysis, background information and descriptive statistics on success level of whistle blown corruption related cases, on current measures in place encouraging whistleblowing and on measures of improving whistleblowing. Finally, the chapter presents the Pearson’s Correlation analysis. The findings were presented in tables and figures.

SUMMARY OF FINDINGS, DISCUSSIONS, CONCLUSIONS AND RECOMMENDATIONS

Introduction

The study sought to evaluate the effectiveness of whistle blowing as a organizational sustainability through corruption intervention in in University of Benin in Nigeria. The questionnaires and interviewees were used for collecting data from UNIBEN management staff as well as judges from high court, employment and labor relations court, environment and land court and subordinate courts. The findings of the study have been tabulated and coded and analysed through descriptive techniques. Therefore, chapter presents summary of findings, discussions of findings, deduced conclusions, recommendations and suggestions for further research studies.

Summary of Major Findings

Contribution of Whistle Blowing to Success in Prosecution of Corruption Cases

The study sought to determine the how whistle blowing have contributed to success in prosecution of corruption cases handled by University of Benin. The study established that there are several cases related to corruption brought forward for prosecution as a result of whistle blowing and that whistle blown corruption related cases reach the final stages of prosecution. The study also revealed that there is no enough evidence that can assist them to make a judgment on a corruption case brought up as a result of whistle blowing, that whistle-blowers of corruption related cases that they have handled normally have no courage during the prosecution to assist the completion of the case and that whistleblowing alone is not sufficient for the entire process of prosecution.

Conclusions

The study concluded that there is increased success level of corruption cases handled by University of Benin reported by whistleblowers. Whistle blowing has led to increase in number of corruption cases prosecuted in Benin law courts. Moreover, most blown corruption related cases are prosecuted to the final stages since adequate priority is given to corruption related cases brought forward. However, for successful prosecution of cases whistle blowing alone cannot yield adequate evidence to assist the judges in making judgment on a corruption case brought up by whistle blowers.

The study concluded that there are various measures in place for encouraging whistle blowing that are used by whistleblowers as a corruption reporting technique in University of Benin. These include creating platforms for citizens to submit cases related to corruption, ensuring whistle-blowers remain unanimous during prosecution of corruption related cases, having clear government policies on protection of whistle- blowers and assuring whistles blowers of their safety against those accused of corruption cases. Other include use of an anonymous reporting mechanisms, establishing witness protection agencies and rewarding whistle blowers.

Further, the study concluded that there are various mechanisms for improving whistle blowing as a corruption reporting technique in University of Benin. These include come up with a reward system for encouraging whistle blowers, ensuring anonymity and safety whistle blowers, creating awareness on whistle blowing and introducing mechanisms for internal reporting of corruption with guarantees confidentiality. The culture of speaking up on corruption and providing whistle-blowers with appropriate psychological support and counselling can also improve whistleblowing.

Recommendations

Since whistle blowing alone cannot yield adequate evidence to assist the judges in making judgment on a corruption case, the study recommends that Uniben investigators should be need to be incorporated other measures like investigations for effective prosecution of whistle blown corruption cases. This will authenticate the information provided by whistle blowers and also collect more evidence regarding the reported corruption cases.

The “study recommends that the international community should come up with strategies to ensure that whistle blowing mechanisms are effectively utilized to combat illicit activities and corruption in the public sector. There is also need for internal whistle blowing mechanisms to be more encouraged” in public sector.

The study also recommends that there is need for policy makers to formulate more government policies for protecting whistle-blowers in the public sector. The policies should guarantee provision of avenues for employees in public sector to raise concerns and define a way to handle these concerns and guarantee protection and safety of the whistle blowers.

The study also recommends that private sector should effectively implement the reward system for whistle blowers. The rewards given to whistle blowers for any successful prosecution of cases reported will instil whistle blowing culture in the Nigerian public sector.

The study also recommends that the government should initiate programs for creating awareness among employees in public sector regarding the importance of whistle blowing. This will equip every employee with essential information on whistle blowing process and its benefits and hence encourage more people to report any corruption activities in their place of work.

The study also recommends that the government of Nigeria through UNIBEN should develop an airtight platform on which whistle blowers can report corruption. The platforms should ensure that whistle blowers can anonymously report corruption in the public sector. There is also a need for UNIBEN to establish a witness protection department to ensure whistle blowers are protected and relocated to another residence when need arise

The study also recommends that the parliament of Nigeria should improve the whistle blowing legislation by making proper channels of reporting clear “whether it is an internal disclosure or external disclosure to a body or to the public. There is also need to insulate potential whistleblowers from legal retaliation” and professional attacks.

The study further recommends that the government of Nigeria should initiate programs for providing the whistle-blowers with appropriate psychological support and counselling. This will allow the whistle blowers to have confidence and courage of dealing with stress and pressure that comes with whistle blowing.

REFERENCES

Aksan, N., Kısac, B., Aydın, M., & Demirbuken, S. (2009). Symbolic interaction theory. Procedia-Social and Behavioral Sciences, 1(1), 902-904.
Annakin, L. (2011). In the Public Interest or Out of Desperation? The Experience of Australian Whistleblowers Reporting to Accountability Agencies. (Unpublished Ph.D. thesis, University of Sydney, Sydney, Australia).
Brown, A. J. (2013). Towards ‘ideal’whistleblowing legislation? Some lessons from recent Australian experience. E-Journal of International and Comparative Labour Studies, 2(3), 1-32
Brownlee, K. (2016). The civil disobedience of Edward Snowden. Philosophy and Social Criticism, 42, 965– 970.
Bryman, I. (2015). Research limitations and the necessity of reporting them. American journal of health education, 35(2), 66.
Ceva, E., & Bocchiola, M. (2019). Theories of whistleblowing. Philosophy Compass, 15(1), e12642.
Chamunorwa, J. C. (2015). An exploration of whistle blowing in fighting corruption in the public sector in South Africa: A case of Stellenbosch Municipality (Doctoral dissertation, Stellenbosch: Stellenbosch University).
Chalouat, I., Carrión-Crespo, C., & Licata, M. (2019). Law and practice on protecting whistle-blowers in the public and financial services sectors. International Labour Organization, Working Papers. 1-62
Clark, J. (2013). External whistle-blowing in the public service: A necessarily messy practice. Dalhousie Journal of Interdisciplinary Management, 10(1), 1-10
Collins, G. S., Ogundimu, E. O., & Altman, D. G. (2016). Sample size considerations for the external validation of a multivariable prognostic model: a resampling study. Statistics in medicine, 35(2), 214-226.
Council of Europe (2014). Recommendation CM/Rec (2014)7 of the Committee of Ministers to Member States on the Protection of Whistleblowers. Strasbourg: Council of Europe.
European Commission (2018). Communication from the Commission to the European P

Other Topics