Whistleblower Subjectivities: Organization and Passionate Attachment

Kenny, Kate; Fotaki, Marianna; Vandekerckhove, Wim

doi:10.1177/0170840618814558

Cited by 49 publications

(42 citation statements)

References 45 publications

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“…procedural deviations, inadequate training). The problems of listening are disconcerting, particularly considering that speaking-up about problems often comes from a passion for the organisation (Kenny et al 2020). Whilst Turner (1978, Turner andPidgeon 1997) describes how communication problems could prevent individuals from seeing an imminent failure, these relate to variables of the message (e.g.…”

Section: Implications Of This Review For the Constructs Of Safety Culmentioning

confidence: 99%

Causal and Corrective Organisational Culture: A Systematic Review of Case Studies of Institutional Failure

2020

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Organisational culture is assumed to be a key factor in large-scale and avoidable institutional failures (e.g. accidents, corruption). Whilst models such as “ethical culture” and “safety culture” have been used to explain such failures, minimal research has investigated their ability to do so, and a single and unified model of the role of culture in institutional failures is lacking. To address this, we systematically identified case study articles investigating the relationship between culture and institutional failures relating to ethics and risk management (n = 74). A content analysis of the cultural factors leading to failures found 23 common factors and a common sequential pattern. First, culture is described as causing practices that develop into institutional failure (e.g. poor prioritisation, ineffective management, inadequate training). Second, and usually sequentially related to causal culture, culture is also used to describe the problems of correction: how people, in most cases, had the opportunity to correct a problem and avert failure, but did not take appropriate action (e.g. listening and responding to employee concerns). It was established that most of the cultural factors identified in the case studies were consistent with survey-based models of safety culture and ethical culture. Failures of safety and ethics also largely involve the same causal and corrective factors of culture, although some aspects of culture more frequently precede certain outcome types (e.g. management not listening to warnings more commonly precedes a loss of human life). We propose that the distinction between causal and corrective culture can form the basis of a unified (combining both ethical and safety culture literatures) and generalisable model of organisational failure.

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Section: Implications Of This Review For the Constructs Of Safety Culmentioning

confidence: 99%

Causal and Corrective Organisational Culture: A Systematic Review of Case Studies of Institutional Failure

2020

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“…Conflict of Interest The author has co-authored work with one of the author's of the books reviewed here, namely Kenny et al (2019Kenny et al ( , 2020).…”

Section: Compliance With Ethical Standardsmentioning

confidence: 99%

“…I consider myself a whistleblowing scholar and have collaborated with Kenny (e.g. Kenny et al, 2019 ; Kenny et al 2020 ). Yet reading this book surprized me in the sense of ‘but of course … that has always been there but I never saw that.’ Hence, yes Kenny does bring a new theory of whistleblowing.…”

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confidence: 99%

Kenny’s Whistleblowing and Stanger’s Whistleblowers

Vandekerckhove

2020

Philosophy of Management

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In 2019 a number of books were published on whistleblowing. A niche topic in business ethics since the early 1980s, whistleblowing has received increasing attention since the start of the twenty-first century. I myself started researching whistleblowing in 1999. I remember having to explain to anyone I talked to what whistleblowing was; my fellow Phd students looked at me like they felt sorry for me, wasting my time and career on such a weird and freaky topic. But every year I've felt less marginal a scholar than the previous year. That was also true in 2019. There was the EU Directive on whistleblower protection. There was also Trump's threats to an anonymous Ukraine-gate whistleblower. And towards the end of 2019 there was Li Wenliang who tried the Chinese government to take his concerns about a new virus seriously. And in 2019 there was also … an exceptional number of scholarly books on the topic that got published. I will review two of them here. Whistleblowing scholarship falls apart in two main schools, which can be characterised by the definition they use. One school focuses on governance, structures and procedures. Their definition is the one by Near and Miceli (1985: 4): whistleblowing is 'the disclosure by organization members (former or current) of illegal, immoral, or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action'. The book reviewed here, which I see belonging to that school is Alison Stanger's Whistleblowers (Stanger, 2019). The other school's definition is the one by Alford (2001, 2007) who defines a whistleblower as someone who speaks out about unethical or illegal behaviour, and who suffers as a result. For this school, how whistleblowers live their experiences and struggles is the central focus. Kate Kenny's Whistleblowing (Kenny, 2019) situates itself in this suffering-school. Her book is based on a decade of interviewing whistleblowers from the financial sector and engaging with civil society organizations. Kenny documents how lives of whistleblowers are determined by structures of powerorganizational and beyondand she theorizes how 'affective recognition' (Kenny's term) constitutes the whistleblower identity, a constitution that takes part in structures of power. Kenny draws on Judith Butler's account of subjectivity, and finds the term 'affective recognition'

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“…Este concepto designa el proceso por medio del cual un miembro de la organización hace públicos sus reclamos al poder (Rothschild & Miethe, 1994). Aunque ha sido teorizado por diferentes autores (Kenny, Fotaki, & Vandekerckhove, 2020), la formulación que mayor influencia ha tenido es la de Foucault (2008), con el concepto de parresia, la palabra griega que designa la acción de decir la verdad de manera libre y valiente frente al poderoso (Saavedra-Mayorga, 2014). Los trabajos que abordan esta forma de resistencia señalan su valor ético (Weiskopf & Willmott, 2013) y el papel que desempeña en la subversión de sistemas opresivos de control y en el desenmascaramiento de agendas ocultas.…”

Section: Formas Mecanismos O Estrategias De Resistenciaunclassified

La resistencia en los estudios organizacionales: una revisión de literatura

Saavedra-Mayorga

Sanabria

2020

Innovar

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El poder no puede ser concebido sin su complemento natural: la resistencia. Este concepto permite interpretar una gran variedad de fenómenos sociales y organizacionales, tanto históricos como contemporáneos, por lo que ha sido objeto de un gran interés por parte de la academia. Este artículo hace una revisión de la literatura acerca de la resistencia en el campo de los estudios organizacionales. Los resultados muestran que se trata de un fenómeno complejo, abordado poruna gran variedad de aproximaciones, que van desde la filosofía y las ciencias sociales hasta las teorías propias del management, y que se materializa en un amplio espectro de prácticas y discursos. Con este trabajo se busca señalar la importancia del problema de la resistencia en la construcción de una agenda crítica en el campo.

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Whistleblower Subjectivities: Organization and Passionate Attachment

Cited by 49 publications

References 45 publications

Causal and Corrective Organisational Culture: A Systematic Review of Case Studies of Institutional Failure

Causal and Corrective Organisational Culture: A Systematic Review of Case Studies of Institutional Failure

Kenny’s Whistleblowing and Stanger’s Whistleblowers

La resistencia en los estudios organizacionales: una revisión de literatura

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