Institutionalising a Whistle blowing Culture within Higher Education Institutions: Policy and Procedure Underpinning Good Governance at the Durban University of Technology

N Dorasamy

doi:10.22610/jebs.v4i9.352

Abstract

The article proposes to explore the importance of policy and procedure as an impetus for establishing a whistle blowing culture. It can be suggested that the institutionalization of a whistle blowing culture through established and practiced policies and procedures can lead to lower levels of perceived retaliation, which is frequently a deterrent in blowing the whistle. The quantitative research method was employed to determine the extent to which higher education institutions implement policies and procedures to institutionalize whistle blowing as an imperative for an ethical organizational culture, which encourages potential whistleblowers to report on wrongdoing. A conceptual framework informed by legislation, policy and procedures was used to determine employee perceptions relating to the role of whistle blowing policies and procedures within the Durban University of Technology as an impetus for establishing a whistle blowing culture. The investigation was based on empirical research conducted at the Durban University of Technology, South Africa and literature on whistle blowing. In the light of the research, recommendations are made relating to institutional whistle blowing policies and procedures. The empirical findings reveal that whistle blowing legislation is inadequate to encourage whistle blowing. The article provides a comprehensive framework for the institutionalization of whistle blowing within the organizational culture as an imperative to encourage disclosure of unethical practices.

Highlights

The imperatives and ethics of higher education and education in general cannot be compromised in view of the high costs that accrue to government because of unethical conduct
Whistle blowing Policy and Procedure: It is positive that 90.60% of employees at the Durban University of Technology (DUT) felt that whistle blowing should form part of an institution’s culture
When core values are pervasive throughout the organization, whistle blowing will be supported by ethical considerations recognizing the organizations condemnation of unethical conduct

Summary

Introduction

The imperatives and ethics of higher education and education in general cannot be compromised in view of the high costs that accrue to government because of unethical conduct. While higher education institutions may offer protection via the Protected Disclosures Act 2000, they should further institutionalize a whistle blowing culture as an important condition for effective whistle blowing. This imperative arises from the culture of fear of retaliation which is common within many higher education institutions where there are higher degrees of self- determination, which is scarce at the primary level (Vinten, 1999). The protection accorded to whistleblowers through legislation must be effective in encouraging potential whistleblowers to disclose unethical conduct In this regard, organizations must institutionalize policies and procedures that reflect the practice of ethics. An organisational culture that regularly articulates and communicates policies and procedures, underpinned by evidence of “walking the talk” can be instrumental in encouraging whistle blowing without fear of retaliation

Methods

Results

Conclusion