The ability for employees to ‘blow the whistle’

1- Why is the ability for employees to ‘blow the whistle’ important for the reputation of organizations? Consider this in relation to the case. (2.5 points, words 150-200).

2- What aspects of the ministry’s culture made it more/less likely that staff concerns about Harrison

would be taken seriously? (2.5 points, words 150-200).

3- What actions would you take to develop a culture at the ministry that encourages and rewards

employees who speak up about inappropriate behavior? (2.5 points, words 150-200).

4. Based on your understanding of the reputation matrix, how do you describe the type of leadership exemplified in this case by Martin Matthews? Why? (2.5 points, words 150-200)

Sample Solution

The ability for employees to `blow the whistle`

`Whistleblowing` is where a worker reports wrongdoing, most frequently discovered at work, in order to protect the public. Whistleblowing complaints include, but are not limited to, criminal offences, environmental damage and health and safety threats. Whistleblowing is an ethical thing to do. It addresses wrongdoing and allows justice to reach the depths of companies that otherwise may remain unexposed. Honesty amongst employees helps to cultivate dedication towards the company`s mission. Similarly, transparency facilitates clear and effective business communication. Whistleblowing is vitally important in protecting a company`s customers and in directly protecting your organization through combatting fraud and misconduct.

1. Nationalities of respondents

In this study, the questionnaires were distributed randomly with no particular interest to any specific nationals. There were 411 respondents who visited from different countries of the world.

Figure 2: Nationality of respondents

In figure 2 above, the British visitors were the highest in number with 48.4%; this is not a surprise though judging from the great presence of British people on the Island, most of which even own properties where they come to stay during holidays. Second on the chart are the Germans with 7.3%, followed by the Russians, Polish and the Danish with 5.8%, 5.4% and 5.1% respectively. The visitors from Hungary and Netherlands were present with 2.2% and 2.4%. The remaining 23.4% represent visitors from the United States, some from Asian countries, African mostly South Africans, and even visitors from as far away as Brazil and Australia.

2. Gender of respondents

Figure 3: Gender of respondents

The gender distribution of the respondents has 234 female respondents and 177 male respondents with 56.9% and 43.1% respectively. This did not come as a surprise because women tend to embark on holiday trips more than the men. As can be seen in the figure above the difference is not really very much anyways, it is a 13.8 percentage difference.

3. Age of respondents

The dominant age group of the respondents was 18 to 30 years (49.1%), followed by 31 to 40 years (17.5%), 41 to 50 years (15.6%), and 51 to 60 years (12.7%), whereas 61 to 70 years and 70 year and above with 2.7% and 2.4% respectively made up the smallest group. Figure 4 shows these illustrations;

Figure 4: age of respondents

4. Respondents’ highest education attainment

As can been seen in table 11; out of the 411 respondents, 107 are Masters degree holders, 95 are Bachelors degree holder both accounted for 26.0% and 23.1% respectively, they accounted for the highest portion unsurprisingly because they may have well to do jobs which may have afforded them the opportunity to take vacations. Respondents with high school as highest education level came third with a percentage of 20.7 followed by the group with secondary school with 18.5%. Those with vocational school, polytechnic and primary school as highest educational levels accounted for the lowest; probably those with primary school as their highest educational may fall within those around the ages of 18 to 20, most are still dependent on family for such trips.

Table 11: respondents’ highest education attainment

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