Abstract
Whistle-blowing is a very special form of control of extraordinary forces for combatting organizational corruption, because of the quality of information that it can provide, and its capacity to restrict misconduct from within. In this article personal, organizational, juridical, social, cultural, and political factors influencing the decision-making process of denunciation of wrongdoings are identified, and issues related to the implementation of a whistle-blowing training programme are addressed. The author concludes that the aim of a whistle-blowing training programme should be to create potential and build up awareness regarding the subject, rather than to convert into action what might be an absolutely extraordinary and undesirable episode in the life of the organization.
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