2– What aspects of the ministry’s culture made it more/less likely that staff concerns about Harrison
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)
Developing policies on whistleblowing may be beneficial because it allows companies to teach their employees and administration about its expectations, and it enforces the company’s standards (Rachagan & Kuppusamy, 2013). A detailed whistleblower policy may safeguard a company if an employee makes a frivolous or malicious allegation. Whenever an allegation is lodged, the guideline may clarify the implications. Having rules in place shows employees that the company considers any misconduct thoroughly and is dedicated to discovering and correcting it. It promotes a culture in which misconduct may be handled promptly, perhaps before policy oversight or reputational harm (Rachagan & Kuppusamy, 2013). These rules also remind employees of the significance of maintaining client and company confidentiality. As a result, businesses must recognize the importance of developing substantive whistleblowing processes and adequately conveyed them to employees at all levels. In this case, having substantive whistleblowing policies could have been beneficial for the Ministry of Transport because the same could have given voice and protection to the employees that had raised the issues of irregularities committed by Harrison before the matter exploded in public (Rachagan & Kuppusamy, 2013).