Misc

1.To what degree can human resource managers aid whistle-blowers?

Human resource managers have the ability to play a vital role in aiding whistle-blowers. Human resources should have a healthy and positive relationship with their employees, to encourage employees to come to them with any issues that may arise. Human resource managers can inform employees of potential consequences that may arise from whistle-blowing, as well as the laws and regulations that have been put in place to protect them. The human resources managers can also communicate information between the employee and managment, without the employee having to deal directly with upper management. HR can also help in protecting the employee from harassment from coworkers.

1.Should whistle-blowers be compensated for “telling” on their bosses and firms?

I am torn on this question. On one hand, I feel like more often than not, whistle-blowers end up having a hard time finding work afterwards, and therefore fall into financial difficulty. The compensation would help with these hardships. Additionally, knowing there is a benefit to them for "telling" on their company's wrongdoings may entice employee's to speak up, instead of just ignoring it. However, on the other hand, I feel like some employees, knowing there is a monetary reward, will not attempt to resovle issues internally, but would rather go straight to an agency to prosecute in hopes of a large compensation reward. I think it would depend on the individual situation at hand, whether a whistle-blower should recieve compensation or not.

1.Should all whistle-blowers be treated as heroes?

The definition a hero, as defined by Merriam Webster dictionary, is a person who is admired for his achievements and noble qualities. I believe that, yes, all whistle-blowers should be treated as heroes. They risk so much not only in their professional lives, but in their personal lives, as well, to tell the truth and expose wrongdoings. They risk everything...