Whistleblowing in business, also called corporate whistleblowing, is a process of disclosing information about some malpractice or misconduct. There is wide range of disclosures, which may be occurring within an organization (for example, where employees report to managers/employer) as well as outside an organization (for example, employees report to governors or to media) (Treviño, n.d.). The major ethical concern, which arises in such a situation, is whether a person who knows about such malpractice or misconduct needs to disclose this information or to keep this issue unknown to the employer or other responsible decision-maker.
In order to resolve this ethical issue, it is possible to apply the theory of utilitarianism to a given case. Utilitarianism is based on the idea that among a variety of choices, the ethical choice will the one that has the best outcomes or consequences for the largest number of people affected by this choice (Mosser, 2013). As one can clearly see from the very name, one of the major concepts that are employed by this theory deals with utility. In other words, every action is evaluated according to the amount of utility that it is able to bring to the subjects. Another term that might substitute for this is happiness. As a result, every action is checked whether it is able to bring the biggest amount of happiness. It must be noted that the latter is not restricted to the subject one. In other words, an action would be deemed to be unethical is case it is beneficial for one person, but it disadvantageous for a bigger group of people. From the utilitarian perspective, whistle blowing should be considered as fair decision as disclosure of misconduct by one or several people is more likely to harm greater number of stakeholders (customers, employees, investors, etc.). It is beyond any doubt that in theory whistleblowing is thought to be done for the good of the infinite number