6.

Probity in Governance
Public service

1. Public service refers to the broad framework under which government

employees extend services with the aim of advancing greater public
good. The term is linked with a social agreement. It includes the
services provided, the contiguous interactions and the grievance
redressal linked with those services. All the aspects of day to day life
ranging from health, education, infrastructure and law and order among
others that the government provides are under the purview of public
service.
2. Public services offer the most common interface between people and
the state, and their functioning shapes people's sense of trust in and
expectations of government. They may be related with fundamental
human rights. Public services need to be delivered with honesty, citizen
centricity, responsiveness, particularly to the needs of the most
vulnerable. Promoting greater transparency and allowing ordinary
citizens to assess the quality, adequacy and effectiveness of elementary
services, to voice their needs and preferences and to become involved
in innovation offers.
3. In my opinion public service is to be seen as an amalgam of legal and
moral obligations that must be provided in a transparent, efficient and
time bound manner. Delivering effective public services needs multi-
level transformation such as changing the way public sector
organisations think and act, how they view their roles.
4. Public service professionalism means
1. Political neutrality.
2. Transparency and accountability.
3. Economy, efficiency and equity in utilization/implementation of
government scheme.
4. Citizen Centricity.

Philosophical basis of Governance

1. The ethical concerns of governance have been underscored widely in

Indian scriptures. Also the maxims on ethical governance were
provided by the Chinese philosophers.
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2. The first, inspired by Aristotle, holds that virtues (such as justice,

charity and generosity) are dispositions to act in ways that benefit the
possessor of these virtues and the society of which he is a part.
3. The second, subscribed to mainly by Immanuel Kant, makes the
concept of duty central to morality. Human beings are bound, from
knowledge of their duty as rational beings, to obey the categorical
imperative to respect other rational beings with whom they interact.
4. The third is the utilitarian viewpoint that asserts that the guiding
principle of conduct should be the greatest happiness of the greatest
number.

Moral values in governance

1. The ethical and moral values are a part of personality. These values are
formed in the individual through the influence of his or her family,
school, friends and the society. It can also be imbibed through proper
guidance and motivation by the institution, strictly enforced through the
code of conduct. The accountability and transparency in governance
will help to achieve the values.
2. What should be done to strengthen
1. The training of the officials should also include the component of
inculcation of moral values.
2. The need of the hour is to promote moral obligation in every
individual which can come from code of ethics.
3. I will try to bring transparency in the system. People are
inherently ethical and they like to be so when their activities are
open to public scrutiny.
4. Accountability is very important. This can be done through
recommendations of 2nd ARC which include mid-career reviews,
360 degree feedback from peers, etc.
5. Next step will be to ensure quality of the services. This can be
done by encouraging people’s participation in governance by
report cards, social accountability, etc. The appraisal of the
officers will take note on these feedback.
6. Grievance redressal mechanisms (Sevottam model).
7. Strict implementation of laws like Prevention of Corruption Act
1988, Indian Penal Code provisions etc. Better vigilance and
autonomy to the institutions like CBI, CVC etc.

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8. Setting examples through leadership is very important.

3. Changes in work culture
1. Improve coordination between various departments.
2. Employees need to be motivated by better reward mechanisms.
3. They must also be sensitised about importance of public goals
through persuasion, training, etc.
4. A good code of conduct is necessary to bring objectivity in their
decision making and reduced moral sacrifices.
5. Corporate governance norms like independent evaluation, audit
committees, non-executive directors to protect minority
shareholders interest.
6. Whistle blower protection must be done strictly. This allows
people to come forward to expose the immoral and illegal acts
surrounding them.

Probity in governance

1. The quality of having strong moral principles such as honesty, integrity

is probity. Probity in governance is an essential and vital requirement
for an efficient and effective system of governance and for socio-
economic development. It is concerned with procedures, processes and
systems rather than outcomes.
2. An important requisite for ensuring probity in governance is absence of
corruption. The other requirements are effective laws, rules and
regulations and their implementation. It is true that instilling a sense of
discipline among the citizens is more the functions of the society, its
leaders, political parties and public figures and less a matter which can
be legislated upon.
3. Corruption today poses a danger not only to the quality of governance
but is threatening the very foundation of our society and the State.
Corruption in defence purchases, in other purchases and contracts tend
to undermine the very security of the state.
4. Why is probity important
1. To tackle the menace of corruption and bring socio-economic
development to the country.
2. To bring efficient and effective system of governance through
transparency, justice, fairness, responsibility, accountability,

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responsiveness etc.
3. To develop trust, credibility and social capital.
4. To fulfill the expectation of society from those elected or
appointed to the public office.
5. Objectives of probity
1. Ensuring accountability, transparency and integrity in public
service.
2. Ensuring compliance in all process.
3. Preserve public faith and confidence in the government processes.
4. Avoid misconduct, fraud and corruption.
6. Measures required
1. Officer should avoid conflict of interest situations and work with
keeping public interest as priority.
2. Adherence to the principles enshrined in the constitution, Code of
Conduct for service and Citizen Charter.
3. Judicious use of RTI for maintaining transparency in the system.
4. Integrating the government services with IT and innovative use of
social media so that public is informed of all government
activities.
5. Putting in place CVC, CIC, Lokpal to prevent and investigate
unauthorised activities.
6. Effective feedback and suggestion mechanism to ensure public
participation in public services.
7. Necessity for a law providing for confiscation of illegally
acquired assets of public servants.
8. Strengthening of the criminal justice system.
7. Certain steps to inculcate probity among politicians
1. Mandatory declaration of assets, liabilities and business interests
by politicians before elections should be accompanied by a proper
audit of these declarations by empowering Election
Commission. The Chief Minister of Tripura is one of the poorest
in terms of assets and can be considered as a living example of the
probity practiced by him in his professional life. This is seen from
the state faring well in HDI, when other North eastern states are
marred with insurgency and violence.
2. A dedicated unit to oversee violation of Code of ethics and Code
of conduct by politicians be set up both at state and centre level.

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CoE & CoC for politicians should be laid down in public domain
indicating violations for public awareness.
3. Parliamentary conduct ethics must be taught to MPs. For
example, an year back an MP used a pepper spray to disrupt
proceedings. Similarly, frequent disruptions happen because of
MPs coming into well. These must be stringently acted upon.
4. Illegal expenditure during elections is root cause of corruption
among politicians, partial state funding of elections could be the
way forward in controlling it.
5. Schemes like MPLAD and MLALAD should be abolished to do
away with the conflict of interests among legislators.
6. Short duration training like civil servants on ethical aspects can be
provided to first time MPs and MLAs.
8. South Asian corruption
1. Corruption in South Asia occurs up-stream, not down-stream.
Corruption at the top distorts fundamental decisions about
development priorities, policies and projects. In industrial
countries, these core decisions are taken through transparent
competition and on merit, even though petty corruption may occur
down-stream.
2. Most of the corrupt gains made in the South Asia region are
immediately smuggled out to safe havens abroad. In other words,
it is more likely that corruption money in the North Asia is used
to finance business than to fill foreign accounts.
3. Third, corruption in South Asia often leads to promotion, not
prison. In contrast, industrialised countries often have a process of
accountability where even top leaders are investigated and
prosecuted. For instance, former Italian Prime Minister Bettino
Craxi was forced to live in exile in Tunisia to escape extradition
on corruption charges in Rome.
4. Fourth, corruption in South Asia occurs with 500 million people
in poverty. While corruption in rich rapidly growing countries
may be tolerable but in developing countries. Combating
corruption in the region is not just about punishing corrupt
politicians and bureaucrats but about saving human lives. There
are two dimensions of corruption.

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Corruption

1. Corruption is operationally defined as the misuse of entrusted power for

private gain or the use of public office for private gain. The corrupt
behaviour would include bribery, fraud, stealing the public resources,
favouritism, seizure of public assets for private use, etc.
2. Reasons for corruption
1. Lack of effective management and organisation.
2. Lack of economical stability.
3. Lack of effective leadership.
4. Usually, corrupt practice creeps in when officials enjoy power and
authority but have lost their self respect. The causes for loss of
self respect could be various, ranging from insufficiency of legal
remuneration to make both ends meet to constant harassment at
workplace by the senior administrative or political bosses.
5. An young officer cannot retain his idealism for long if, over a
period, he suffers adverse consequences in his official career
because of his honesty and integrity. The honest get demoralised
by frequent transfers.
3. Measures to reduce corruption
1. Economic development: The most honest countries of the world
are those which are richest. The least honest countries are also the
poorest.
2. Simplification of rules and procedure: Complicated rules
promotes corruption.
3. Severe punishment: Expedite the disciplinary proceedings in a
time bound manner.
4. Transparency: One of the main instruments to check corruption
in public life is to ensure greater openness in the decision making
process. Transparency in decision making will also eliminate
delay. Delay is one of the reasons for payment of speed money.
5. Accountability: All services must be delivered within a time
frame. Action against officers who fail to deliver services in time.
6. Incentives: Financial rewards, out of turn promotions,
performance linked pay for honest officers.
7. Public campaign: Awareness campaign to change attitude of
people towards corruption. Rewards to the informers/public for

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giving information against corrupt officers.

8. Citizens feedback: Independent agency to take feedback from the
citizens. Feedback through phone, email, SMS, etc.
9. Proactive action: Laying traps, identification of illegal assets etc
needs to be done
10. Minimum tenure for officers: Reduces political-bureaucratic
nexus.
11. Finally, sanction for prosecution under the Prevention of
corruption Act, 1988 should not be with the Government of the
day as the political executive may be subject to political and other
pressures.
4. Gift vs Bribe

1. Gift is given to someone without any expectation in return and is

given as a token of gratitude or appreciation. Value of a gift is
often based on closeness in relation, time of gifting, economic
condition of giver and receiver.
2. Bribe is given with expectation of favour toward giver, its
economic value is incoherent to closeness in relation, timing and
costly. Timing of such gifts makes them bribe. Suppose a gift
from someone just before you are going to roll out a tender is a
bribe and not gift.
3. Reporting to department about any gifts that is received from
whom, value and date details. This part is already applicable to
judges in India.
4. There should be monetary limits placed on the gifts one can
receive. Any gifts above certain monetary values should be
avoided.
5. No gifts received with brand name should be put on desk as it will
tarnish the image of official/public servant for lenient toward
certain brand.
6. Provision of filing gift tax by receiver. IT department should tally
the gift received as mentioned in department books and filed by
receiver. Failure to file tax for gift should be taken seriously.
7. Scrutiny of gifts received by officials regularly and checking of
property declaration regularly. Repeated gift from same person
should be brought under directorate enforcement radar.
8. Bribes are complex thing for receiver because it puts him into

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moral dilemma for how to return the favour and makes them
corrupt once they receive.

RTI and ethics in Governance

1. Ethics in Governance means implementing Gandhian, Socialistic and

intelligent thinking in Governance where Constitution is silent. In
simple words, bringing welfare, justice and equality toward lesser able
and lesser aware people through governance.
2. Right to Information 2005 is an act that not only provides right to know
to applicant (public) but also make government or government funded
authority more accountable. Ethics in Governance includes
transparency, time-bound delivery and equal and affordable access of
Government facilities to everyone.
3. RTI brings transparency through letting applicant know his queries
about progress, status, reasons and any related information about task
authority is undertaking. Time bound reply rule brings more
accountability to keep records intact about any and every information.
Hence, transparency and time bound delivery enhanced.
4. Without RTI, it is hard to find the information about our rights and
entitlement any government agency owes us. Especially for poor and
lesser educated person. Now with RTI he can access information with
nominal fees of 10 rupees and even with e-portal irrespective of his
location and physical accessibility.

Societal values and Laws

1. Laws of the land are a reflection of a society’s value systems. However

both can sometimes come in conflict with each other producing ethical
dilemmas for public servants.
2. For instance, Indian society is deeply religious while laws are secular
and objective. Thus religious traditions at times come in conflict with
laws. A situation like barring the entry of women into temples is in
violation of their right of equality. Here religious values of society are
pitted against constitutional rights of women. Disregarding the former
while enforcing law in top-down manner can cause disaffection in
society and threaten to disrupt peace.

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3. A more sustainable approach to address such conflicts is by taking

sensitivities and concerns of all stakeholders involved into
consideration. A bottom-up approach through consensus building and
education about values of equality, dignity etc., will command greater
respect and acceptance. Public servants and civil society must have
persuasion ability, emotional intelligence and leadership to bring about
the social mindset change.
4. At the same time, objectivity in application of laws cannot be
overlooked while resolving such conflicts.
5. Why laws aren’t enough to enforce ethics in public administration
1. Mere codification of best practices or set of laws only tend to
implement the laws in letter not in spirit. Absence of morality
coupled with skilled acumen or education makes a person clever
devil.
2. Laws cannot cover all the dimensions or situations that is needed
to take a decision. For example, Prevention of corruption Act do
not punish private officials that lead to collusive corruption.
3. Laws become outdated to change in society and needs frequent
amendments.
4. It is easy to escape guilt, responsibility through written laws and
can change the ethical discourse into narrow meaning of legality.

Codes of conduct and Codes of Ethics

1. Codes of conduct are ethical standards that help ensure individuals

belonging to an organisation have an consistent approach in carrying
out their responsibilities and making decisions. They also ensure that
members of an organisation maintain a consistent and appropriate
behaviour towards one another, towards clients and persons outside the
organisation.
2. Codes of ethics vs codes of conduct
1. Both code of ethics (CoE) and Code of Conduct (CoC) are an
attempt for an organisation to enrich its professional qualities. But
there is a difference between both of them.
2. CoE contains the general principles and values (social, moral etc)
that the organisation must strive to achieve. For example in civil
services, CoE can prescribe not to take bribe, help needy,

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maintain integrity, etc.

3. CoC on the other hand are specific guidelines that the
organisation must follow. CoC explicitly mentions what actions
would be taken in case of their violation. For example, not taking
a political stand, not briefing media about internal matters,
maintaining decorum of organization, following dress code,
standard protocols while receiving dignitaries etc., can be some
some code of conduct rules.
4. Thus Codes of ethics are implicit and codes of conduct are
explicit. Code of ethics is expected to be followed, code of
conduct is mandatory.
3. Need for CoC and CoE
1. Reliance on codes can reduce the dilemmas involved in an ethical
act. Ex: A cousin of you asked for a Government contract.
Without a code, it would be moral choice on the part of civil
servant. With a code, it would remind the civil servant of his duty
and consequences of the act.
2. These written rules clearly explains what is expected of a
employees and thus reduce unethical behaviour in the form of
corruption, nepotism, etc., from the employees as there are strict
punishments.
3. Civil servants have special obligations as they are responsible for
managing the community resources. The codes which mandate
transparency, accountability on part of civil servants can increase
trust among people and make the organisation people centric.
4. A clearly laid out CoE and CoC will attract candidates that
already adhere to the said values and behaviours, leading to better
harmony in the workplace and lesser employee turnover.
5. These codes are a form of self regulation by the organisation and
help in maintaining business sustainability in the long run. Their
proper use avoids any unnecessary external regulation of the
organisation.
6. Code of conduct in UK prohibits deceiving Parliament or the
public, misuse of official positions, and unauthorised disclosure of
confidential information. The code provides right of appeal to
independent civil service commissioners on matters of propriety
and conscience, if the problem cannot be resolved within the
department in question.

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4. The five fundamental principles

1. Integrity: A professional should be straightforward and honest in
all professional and business dealings.
2. Objectivity: An expert should not allow bias, conflict of interest
or unnecessary influence of others to supersede professional or
business judgments.
3. Professional competence: A professional has a responsibility to
maintain professional knowledge and skill at the level required to
guarantee that a customer or employer receives competent
professional services.
4. Confidentiality: An expert should respect the confidentiality of
information acquired as a result of professional and business
relationships and should not reveal any such information for
personal benefit.
5. Professional behaviour: A professional should obey with
pertinent laws and regulations and should avoid any action that
discredits the job.
5. Deficiencies of code of conduct
1. Not all the provisions of code of conduct are legally binding.
Their enforcement boils down to departmental discretion. These
loopholes and arbitrariness results in violation of conduct rules.
2. CoC has to be supported by strong accountability and
transparency mechanisms. However, as they are yet to gain
strength at the implementation level.
3. The erosion of moral values in public life has occurred to an
extent that the cumulative impact is negligible.
4. Lack of mechanisms that can inculcate the public services values
in the employees in particular and public in general is also a
reason.
6. Steps to enhance the effectiveness
1. The code should be legally binding. Arbitrariness is against the
rule of law and hence, it should be eliminated. Code should
unambiguously describe the course of action that has to be taken
in case of violation.
2. Code of Conduct should be supported by service delivery
standards and strong accountability and transparency mechanisms
to reign in corruption.

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3. Certain practices in private organisations have resulted in the

employees identifying themselves with the organisation and its
objectives. These best practices from private sector should be
adopted by public sector.
4. Inculcation and rejuvenation of public service values at an early
age and throughout the career of employees should be done
through activities and training.

Citizen Charter

1. The Citizens’ Charter is an instrument which seeks to make an

organization transparent, accountable and citizen friendly. A Citizens’
Charter is basically a set of commitments made by an organization
regarding the standards of service which it delivers.
2. The first being the vision and mission statement of the organisation.
This gives the outcomes desired an the broad strategy to achieve these
goals an outcomes. This also makes the users aware of the intent of
their service provider and helps in holding the organization
accountable.
3. Secondly, in its Citizens’ Charter, the organization must state clearly
what subjects it deals with and the service areas it broadly covers. This
helps the users to understand the type of services they can expect from
a particular service provider. These commitments constitute the heart of
a citizens’ charter.
4. Thirdly, the Citizens’ Charter should also stipulate the responsibilities
of the citizens in the context of the charter.

Work culture

1. Work culture is a concept which deals with beliefs, thought processes

and attitudes of the employees. It is the work culture which decides the
way employees interact with each other and how an organisation
functions. An organisation is said to have a strong work culture when
the employees follow the organisation’s rules and adhere to the existing
guidelines.
2. It is essential for the employees to enjoy at the work place for them to

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develop a sense of professional loyalty. The organisation must offer

positive ambience to the employees for them to concentrate on the
work rather than interfering in each others work. Such a work culture
plays an important role in extracting the best out of employees and
making them stick to organisation for longer time.
3. Characteristics of a healthy work culture
1. Employees must be cheerful, polite and punctual. One must
respect his fellow worker. Backbiting is considered strictly
unprofessional.
2. Appreciating the top performers is important. Let them feel
indispensable for their organization.
3. Organisation must have employee friendly policies and practical
guidelines. Expecting an employee to work till late night on his
birthday is simply impractical.
4. Encourage discussions at the workplace to reach to better
conclusions. Transparency is essential at all levels for better
relationships among employees and a healthy work culture.
5. Promote team building activities to bind the employees together.
Conduct training programs, workshops, seminars and
presentations to upgrade the existing skills of the employees.
6. Partiality leads to demotivated employees and eventually an
unhealthy work culture. Employees should be judged only by
their work.
4. How to improve work culture in Bureaucracy
1. Accountability in bureaucracy need to be improved. The recent
initiatives taken by the government such as biometric attendance,
punctuality are long due towards improvement of work culture.
Encourage use of IT to reduce discretion and bring in
transparency and accountability.
2. Moving towards objective annual assessment of performance of
civil servants and government programs.
3. Ethical sensitisation and team spirit are required to develop a
work culture that is empathetic to citizens needs and is resilient to
undue external pressures.
4. There is very poor reward mechanism in bureaucracy. In order to
encourage and motivate employees, Govt need to adopt private
standards of reward and punish mechanism.

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5.Making mandatory to follow guidelines for implementation of

Sevottam model.
6. Ensuring compliance to Citizen charter and making active public
grievance redressal mechanism.
5. Why private has better work culture
1. Better communication: All the top corporates believe in wide
spread communication of its policies and decisions to all its
employees, while in government sector there is strict hierarchy of
flow of communication, and it generally get filtered in the way
downwards.
2. Rewards: Corporates work on the principle of rewards for the
individual efforts and results. While on the other hand,
government departments, so not give enough recognition to the
efforts on individual. They generally have seniority based
promotions rather than merit based.
3. Enabling infrastructure: Most of the top corporates, provide
shuttle services, after office relaxation clubs, creche facilities etc.
Infrastructure in government organizations lacks in comparison.
4. Code of Ethics and code of conduct: Professional code in
corporate and code of civil services followed in government
sector.

Conflict of interest

1. A conflict of interest is a situation when there is a clash between

person’s public duty and private interests. Conflict of interest comes
under the principle of natural justice and is not codified.
2. This can arise in the following situations
1. Person’s conscience does not allow him to act in a manner his
organisation wants him to act. Ex: Shooting a person in encounter
might be against personal ethics of the officer.
2. Religious notions and customs might come against his
professional course of action. Ex: A religious judge, who opposes
gay marriage, encounters a gay marriage case in a country where
it is legalised.
3. Person’s selfish motives might supersede organisational goals.
Ex: Son of public servant working in an organisation where govt

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has majority stakes.

4. The malpractices of organisation might not be acceptable to the
employee. Ex: He might resort to whistleblowing.
3. Arguments against conflict of interest law
1. While the intention is correct, framing a law is fraught with
dangers. For criminal conduct, criminal intent must be proved.
This is however very difficult if not virtually impossible in such
cases.
2. The legal provisions of conflict of interest are already codified in
conduct rules of the many services. So, no need to create another
law.
3. What should be done instead is to codify the principles which
need to be followed by officials in cases of conflict of interest.
4. For example, Canada has laid down a conflict of interest and post
employment code while in the UK, MPs need to declare
pecuniary interests in a register of financial interest.
4. How to deal with conflict of interest
1. Public interest above private interest: A public servant should
always work in public interest. In situations involving conflict of
interest he should take a principled stand.
2. Voluntary disclosure: A public servant should voluntarily
declare in situations involving conflict of interest. It will help in
taking suitable steps for avoiding the conflict. It is often done by
judges to resolve conflict of interest.
3. File noting: Public servants should always mention the reason for
taking particular decision, in the files. This ensures greater degree
of transparency and accountability.
4. Identifying risk-areas: It will help in providing clear cut
guidelines to the public servants, in order to tackle conflict of
interest in those situations.
5. Developing organisational culture: It will help in addressing
such situations in a better manner. It will also help in motivating
public servants to disclose the potential conflict of interest.
6. Asset and interest disclosure: Civil servants must report assets
and liabilities when first appointed and provide updates on
transactions above a certain amount. These are not made public
and so far have not been accessible under the RTI Act. However,

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some states are working to make some information public.

Disclosures are not audited, but are open to scrutiny from the CBI
and CVC.
7. Regulation of gifts: Officials shall be penalised for accepting
gifts while discharging duty with imprisonment and fines. The
Rules prevent lavish or frequent hospitality from any individual or
firm an officer has official dealings with.
8. Incompatibility provisions: Officers should not speculate in any
stock, share or other investments, participate directly or indirectly
in business or trade, among other measures. Civil servants are
barred from taking up commercial employment for a year after
retirement.
9. Political neutrality: No Government servant shall be a member
of, or be otherwise associated with, any political party or any
organisation which takes part in politics nor shall he take part in,
subscribe in aid of, or assist in any other manner, any political
movement or activity.

Entering politics from bureaucracy

1. Arguments for
1. Entering politics is a novel aim. Politicians truly represent the
people and their ambitions in a Parliamentary democracy like
India.
2. There is greater flexibility and power in decision making for the
people than in bureaucracy.
3. Policies can not only be conceived of, but also approved by the
political representatives.
4. Entering politics through bureaucracy will allow him to
understand the administrative side of things well. He can ensure
programme implementation is smooth in the government.
5. He will also appreciate practical difficulties of bureaucracy
(avoiding decision making due to fear of prosecution) and work
accordingly.
6. Numerous Bureaucrats like Yashwant Sinha, RS Sharma (former
Home Secretary) are politicians today. Entering politics at a
young age will allow him to serve masses longer.

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2. Arguments against
1. Civil servants are expected to be politically neutral. His political
ambitions may severely affect his neutrality. For example, he may
favour the party from which he expects an assembly ticket in
future.
2. Political representatives do not hold office permanently. Their
ability to continuously serve the public depends on them being re-
elected. In this sense, a bureaucrat, a permanent executive, may
serve the public for longer durations.
3. Both politicians and bureaucrats are capable of serving large
numbers of population. For example, a Cabinet minister and
Cabinet secretary both have the responsibility towards the nation
as a whole.
4. Government spends a lot of resources in training IAS officers
with a trust that they will serve the government and society for
their entire career. Taking voluntary retirement at such a young
age would violate this trust and unwritten contract.

Whistle blowing

1. Whistle blowing can cause a conflict of interest between the personal,

societal and organisational spheres.
2. Arguments against
1. Organisations practice a culture of secrecy (deliberations in the
Indian cabinet, etc). Whistleblowing violates such organisational
culture based on strategic reasons.
2. A whistleblower is seen as disloyal to their organisation and its
ethics.
3. If whistleblowing is done solely to grab public attention or for
personal benefit, it is highly unethical.
4. Whistleblowing in extreme cases can even endanger the
organisation’s existence. For example, if sensitive defence data is
leaked by a whistleblower, it can cause threat to national security.
As in the case of Bradley Manning, the Wiki-leaks informant, he
was labeled a terrorist by the government for breach of national
security.
3. Arguments for

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1. If the motivation for whistleblowing is social or organisational

good, it may be ethical. For example, engineers working at a
bridge site must report if the construction company is using faulty
material. This will save money and lives both.
2. It fosters a culture of self-regulation and accountability thus
strengthening the organization.
3. The whistleblower is thus ultimately torn between loyalty to their
employer and their moral commitment to the law and society at
large.
4. A case to case approach to whistleblowing seems more
appropriate rather than legitimising every act of whistleblowing.

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