M.Phil. / Whistleblowers have become known as being disloyal employees and troublemakers. This perception has caused whistle blowing to be despised rather than encouraged. Whistle blowing is effectively raising a concern about an impropriety that assists in ensuring individual responsibility and organisational accountability. Making disclosures causes employees to be victimised by their employers as well as fellow employees. Employees generally did not feel protected enough to come forward with information on corruption, even though the witness protection system had been reformed and was working well. A well functioning hotline system is of importance and should be linked to the implementation of a protection regime for whistle blowers. Employees making anonymous disclosures are difficult to investigate, in that problems in corroborating the information as well as in not being able to remedy the underlying cause of the disclosure exist. Hotlines through which the public and employees anonymously report suspected corruption does not satisfactory deal with the issues when the purpose of whistle blowing is to promote a culture of transparency and accountability. The aim is to provide provisions for employees to disclose information about suspected criminals or other irregular conduct without fear or reprisals. The Protected Disclosures Act is an important step in providing protection for those who expose corruption in the workplace. Employers and employees should be treated on an equal basis with regards to whistle blowing. It is in the best interest of both employees and employers to have internal channels that encourage protected disclosures, providing protection to both employers and employees. Different measures exist to protect whistleblowers. One such measure is by means of legislation. Secondly, courts have also developed principles in this regard. However, in certain instances, the labour law will not provide protection were a professional individual acts in breach of the confidentiality obligation vested upon him within the client professional relationship. Legislation relating to general protection such as the right to freedom of association and access to information, also provide protection. The codes of conduct and ethical rules of professional bodies can also be adapted to provide protection to professionals, including employment contracts that provide for protection in certain instances. Despite all of the above, instances will always arise where tensions exist and problems arise, such as the continuous tension between the monopoly of the state in respect of certain information and the question on which information should be protected under legislation. It is therefore clear that many instances arise where protection is not afforded to whistleblowers. To apply the protection afforded by the Protected Disclosure Act horizontally between private bodies, private bodies should be protected from detriment. A tax consultant aware that a client is defrauding the South African Revenue Service will fear that if it challenges the client or threatens to report the fraud, the client will cancel the contract. It is recommended that a more inclusive approach to employment is to be followed as "atypical" employment is on the increase in South Africa as in many other countries. Homework, where a person undertakes to work on contract from home as well as workers supplied by temporary employment services, enable the organisations to vary the number of workers deployed so as to ensure flexibility. Independent contractors are often in a good position to uncover and disclose irregular conduct in the private or public sector. In addition, it is also advised that applicants for employment in the definition of an employee in the Protected Disclosures Act be included. In order to protect whistle blowers further, the definition of occupational detriment in the above act should also be extended to include reprisal by employers such as the use or treat to use defamation suites and suites based on the alleged breach of confidentiality, a loss of a contract or the inexplicable failure to be given a contract in the instance of contract workers. In addition, the list of forms of occupational detriment to be suffered should be left open ended to allow recognition of further types of victimisation. The effectiveness of measures put in place within organisations to encourage employees to speak out against impropriety and misconduct will be difficult to determine as only when there has been non-adherence to the Protected Disclosures Act and the whistle blower has been detrimentally affected, will it come into force to protect bona fide whistleblowers.

Existing whistle-blower research has found that retaliation affects the whistle-blowing process. However, there is little literature focusing on the personal and emotional effects that retaliation can have on the whistle-blower’s life. Furthermore, while whistle-blowing has been studied in various organizational contexts, both public and private, virtually no research exists on whistle-blowing in the context of the public school system. This study examines the effects of the whistle-blowing process, specifically the effects of retaliation, on the life of the whistle-blower through a narrative identity construct in the context of the Texas Public School System. This study utilizes narrative analysis to understand the relationship between retaliation and the whistle-blowers’ narrative identity. the analysis reveals that whistle-blowers’ decisions to disclose instances of wrong-doing are motivated by their desired narrative identities. Furthermore, this study shows that retaliation has the greatest effect when it directly attacks the whistle-blowers’ identities.

This dissertation explores various ways of working with acoustic analyses of speech in music composition. The first chapter presents an overview of whistled languages and discusses their potential to act as blueprints for optimizing phonetic data for compositional use. The second chapter details my workflow for incorporating formant and fundamental frequency analysis data from the phonetics software Praat into my compositional methodology. Broadly inspired by the ways in which whistled utterances transform spoken language, the workflow consists of an analysis phase in Praat followed by the conversion, optimization and orchestration of the extracted phonetic data in the computer-assisted composition environments OpenMusic and bach. Also included in the dissertation are two compositions that are both informed by phonetics. The first composition, ŠÀ {karāz} for large ensemble, contains, among the various ways it attempts to instrumentally imitate speech, a section that is constructed with the help of the workflow described in the second chapter. The second composition, eschaton according to bēl-rē’u-šu for percussion trio, engages in a deconstruction of the established roles of speech and instruments in my music, in which the performers are, at times, asked to imitate the sounds of percussion instruments with their voice, in an attempt to blur the line between speech as “the imitated” and instruments as “the imitators.”

Syftet med den här uppsatsen är att analysera hur ett framtida specifikt skydd för visselblåsare bör se ut i svensk lag. Norsk rätt till skydd för visselblåsare och Europarådets krav på sådan lagstiftning analyseras och jämförs för att kunna besvara syftet. Svensk rätt ger idag ett visst skydd för visselblåsare, dock erhåller alla inte samma skydd eftersom yttrandefriheten enbart gäller mot det allmänna. Det partiella skydd som finns är svåröverskådligt eftersom regleringen finns inom flera olika rättskällor. I norsk rätt har alla rätt till yttrandefrihet i anställningsförhållandet. Anställda har också rätt att varsla om kritikvärdiga förhållanden när det sker på ett försvarligt sätt, då råder ett repressalieförbud. I övrigt ska interna system införas när förhållandena kräver det. Europarådet ställer en rad krav som ska uppfyllas i en skyddslagstiftning för visselblåsare. Framförallt ska lagstiftningen erbjuda ett heltäckande skydd som ger ett säkert alternativ jämfört med att hålla tyst om oegentligheter som pågår. En jämförelse mellan den norska rätten och Europarådets krav visade att de är överensstämmande. Vid jämförelsen mellan svensk rätt och det norska systemet åskådliggjordes det att de båda systemen i grunden är lika. Skillnader finns dock vilket leder till att det i Norge finns ett starkare skydd för visselblåsare. Slutsatsen om hur ett svenskt skydd bör se ut blev mycket likt det norska systemet. För det första bör de svenska grundlagarna ändras så att yttrandefriheten gäller i alla anställningar. För det andra ska alla arbetstagare ha rätt att slå larm om oegentligheter och andra missförhållanden på arbetsplatsen på ett försvarligt tillvägagångssätt. När de kriterierna är uppfyllda råder ett repressalieförbud. Eventuellt kan det också införas lagkrav på att arbetsgivaren ska införa interna system för visselblåsning, dock enbart när förhållandena kräver det.

Content-based MIDI Music Retrieval and Computer-aided Composition Based on Musical Whistling Hung-Cche Shen* Chung-Nan Lee+ ABSTRACT In this dissertation, we have focused on the research of content-based MIDI music retrieval and computer-aided composition based on musical whistling. For MIDI music retrieval, a prototype system called ¡§Whistle-for-Music¡¨ is developed. This system enables users to retrieve MIDI format music by whistling a melodic fragment. It consists of three essential components which are query processing, MIDI preprocessing and an approximate search engine. For query processing, we have achieved a real-time and robust whistle-to-MIDI converter. For MIDI preprocessing, the extracted features from MIDI files contain individual, local and global melodic descriptions. In order to match a querying pattern with target, we extend an existing search engine into a fast approximate melodic matching engine. There is a systematic evaluation of ¡§Whistle-for-Music¡¨ system. The performed experiments include ¡§Query turnaround time¡¨, ¡§Unique prefix searching¡¨, ¡§Error density vs. match rank percent¡¨ and ¡§Statistics of global descriptions¡¨. The results show that careful measurement and objective comparisons can lead us to know the scaling trend about query and target. For computer-aided composition, a system called ¡§Whistle-to- Music¡¨ is presented. The ¡§Whistle-to-Music¡¨ system can ease the melody input and musical composition. Firstly, our ¡§Whistle-to-MIDI¡¨ transformation is to translate a whistled tune into a sequence of notes, which are defined by onset, duration, velocity and note pitch. This ¡§Whistle-to-MIDI¡¨ is a relative melody transcription since we apply ¡§pitch templates¡¨ and ¡§rhythm templates¡¨. Based on the given melodic motives, we propose the templates of melodic forms and harmonic tables for the tasks of motive development and automatic harmonization. We demonstrate that the proposed melodic forms templates can successfully produce various formal songs from one or few bass motives. The harmonic tables allow us to produce classic-style harmonization based on three theories. The process of ¡§Whistle-to-Music¡¨ system is described by giving examples of melody transcription, motive development and demonstrating the resulting music from automatic harmonization. In automatic harmonization, we demonstrate that the proposed harmonic tables can successfully produce a piece of well-formed harmonization from a variety of whistled tunes. * Author +Advisor

Thesis (MPhil)--University of Stellenbosch, 2002. / Full text to be digitised and attached to bibliographic record. / ENGLISH ABSTRACT: This research project examines the concept and practice of whistle blowing with the aim of answering the fundamental question: when is whistle blowing morally justified or unjustified? While the different forms of whistle blowing receive attention, the focus is on the corporate world, or non-governmental whistle blowing. Whistle blowing in the corporate world has become a moral and strategic point of debate with the issue being how it can be employed as a mechanism against corruption and other forms of abuse in a way that is fair to employees, employers, and the public .. The project focuses on the moral justification of whistle blowing and the ethical framework within which it needs to function. The methodology used is that of an extensive literature study. The views of researchers' from different countries are discussed and analyzed, and the deontological and utilitarian approaches to ethical decision-making are used to arrive at deductive conclusions. It is concluded that from an ethical viewpoint, employees are morally obliged to blow the whistle to prevent potential harm to e.g. the public or the environment. Specific conditions must be satisfied, however, before whistle blowing against a corporation or employer can be regarded as morally justified. With reference to the views of researchers and a South African case study, it is established that whistle blowers need to be protected against retaliation from employers and that legislation in this regard has been lacking. An important mechanism to protect whistle blowers would be the introduction of laws to protect them against retaliatory actions such as dismissals or demotion. One of the aims of South Africa's Protected Disclosures Act (Act. No. 26, 2000) is to protect employees against any occupational detriment as a result of having blown the whistle in a manner consistent with the conditions outlined in the Act. It Is concluded that it is to the advantage of employers to promote a culture in which justified and responsible whistle blowing is encouraged and protected. Suggested ways to achieve this include developing an ethic of whistle blowing, involving unions, introducing rewards, instituting codes of ethics, and establishing specific complaint recipients within organizations. On the basis of a US case study and a study of relevant literature, it is concluded that employers and corporations also need to be protected against unethical whistle blowing. By laying down conditions that have to be met before an act of whistle blowing can be justified, the Protected Disclosures Act (Act No. 26, 2000) provides protection in this regard. The study concludes with a critical appraisal of the positive as well as the negative aspects of the Protected Disclosures Act. The Act provides the necessary legal framework and guidelines for fair and responsible whistle blowing with protection for both employees and employers, and as such could help to reduce crime and corruption in both the public and private sectors. In the South African context of high levels of poverty, illiteracy and unemployment, however, certain shortcomings are identified that may diminish the potential value of the Act. / AFRIKAANSE OPSOMMING: Hierdie navorsingsprojek ondersoek die konsep en praktyk van onthulling ("whistle blowing") met die doeI om die fundamentele vraag te beantvlloord: wanneer is onthulling moreel geregverdig of ongeregverdig? Hoewel daar gekyk word na die verskillende vorms wat onthulling kan aanneem is die fokus op die korporatiewe wêreld, of nieregeringsonthulling. Onthulling het in die korporatiewe wêreld 'n morele en strategiese besprekingspunt geword, met die strydvraag hoe dit as 'n meganisme teen korrupsie en ander skadelike praktyke aangewend kan word op 'n manier wat billik teenoor werknemers, werkgewers en die publiek is. Die projek fokus op die morele regverdiging van onthulling en die etiese raamwerk waarbinne dit moet funksioneer. Die metodologie behels 'n omvattende literatuurstudie. Die sienings van navorsers van verskillende lande word bespreek en ontleed, en die deontologiese en utilitaristiese benaderings tot etiese besluitneming word gebruik om deduktiewe afleidings te maak. Die gevolgtrekking is dat uit 'n etiese oogpunt, werknemers moreel verplig is om as onthulIers op te tree om potensiële skade vir bv. die publiek of die omgewing te voorkom. Daar moet egter aan spesifieke voorwaardes voldoen word voordat onthulling wat 'n korporasie of werkgewer benadeel, as moreel geregverdig beskou kan word. Met verwysing na die sienings van navorsers en 'n Suid-Afrikaanse gevallestudie word vasgestel dat onthulIers beskerm moet word teen wraakneming van werkgewers en dat wetgewing in hierdie verband ontbreek het. 'n Belangrike meganisme om onthulIers te beskerm sou wees die instelling van wette om beskerming te bied teen vergeldingsaksies van werkgewers soos ontslag of demosie. Een van die oogmerke van Suid-Afrika se Wet op Beskermde Bekendmakings (Wet. No. 26, 2000) is om werknemers te beskerm teen enige beroepsverwante nadeel as gevolg van 'n bekendmaking wat voldoen aan die voorwaardes wat in die Wet gestipuleer word. Die gevolgtrekking word gemaak dat dit tot werkgewers se voordeel is om 'n kultuur te bevorder waar geregverdigde en verantvlloordelike onthulling aangemoedig en beskerm word. Voorgestelde wyses waarop dit gedoen kan word, sluit in die ontwikkeling van 'n onthullingsetiek, om vakbonde te betrek, die instelling van belonings, die aanneem van etiese kodes en om spesifieke klagte-ontvangers binne organisasies te vestig. Na aanleiding van 'n VSA-gevallestudie en 'n studie van tersaaklike literatuur word die gevolgtrekking gemaak dat werkgewers en korporasies ook teen onetiese onthulling beskerm moet word. Die Wet op Beskermde Bekendmakings (Wet No. 26, 2000) bied beskerming in hierdie verband deur voorwaardes te stipuleer waaraan 'n bekendmaking moet voldoen voordat dit geregverdig is. Die studie word afgesluit met 'n kritiese evaluasie van die positiewe sowel as die negatiewe aspekte van die Wet op Beskermde Bekendmakings. Die Wet stel die nodige wetlike raamwerk en riglyne vir billike en verantwoordelike onthulling daar met beskerming vir werknemers sowel as werkgewers, en as sulks kan dit help om misdaad en korrupsie in beide die openbare en die private sektor te laat afneem. In die Suid- Afrikaanse konteks van hoë vlakke van armoede, ongeletterdheid en werkloosheid word daar egter bepaalde gebreke geïdentifiseer wat die potensiële waarde van die Wet mag verminder.

ABSTRACT THE IMPACT OF MATERIALITY, PERSONALITY TRAITS, AND ETHICAL POSITION ON WHISTLE-BLOWING INTENTIONS By Karl Bryan Menk A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Business at Virginia Commonwealth University Virginia Commonwealth University, 2011 Dissertation Director: Dr. Benson Wier, Ph.D. Professor of Accounting, School of Business Throughout the previous decade, numerous scandals have been reported through employees engaging in whistle-blowing activities. The importance of whistle-blowing in a corporate environment is encouraged through the protections provided to employees engaging in whistle-blowing activities and has been identified as a significant factor in fraud prevention. Despite the importance of the role of whistle-blowing, employees are often hesitant to report a problem due to potential repercussions and retaliations. This study was motivated by the importance of whistle-blowing actions on businesses and the environment in which businesses operate as well as a desire to better understand the underlying causes of an individual’s decision to engage in whistle-blowing practices. This study examines the impact of personality traits, ethical position, and the materiality of a problem on an individual’s decision to engage in whistle-blowing activities. Participants were asked to evaluate a scenario involving the improper recording of revenues. In the high materiality scenario, the inappropriate revenues represented 10 percent of the annual revenues of the firm. Only 1 percent of the annual revenues were incorrectly reported in the low materiality scenario. The study tested multiple hypotheses using survey data collected from upper level accounting students attending a 4 year university. The results of this study indicate that the ethical position of an individual is the most strongly related to an individual’s intention to engage in whistle-blowing activities. The presence of more pro-social personality traits in the decision maker is also positively related to the decision to whistle-blow but not as significantly as ethical position.

Thesis (Ph.D.)--Virginia Commonwealth University, 2008. / Prepared for: Dept. of Accounting. Title from title-page of electronic thesis. Bibliography: leaves 142-149.

M.A. / Whistleblowing can be defined as the disclosure by organisation members (former or current) of illegal, immoral or illegitimate practices under the control of their employers, to persons or organisations that may be able to effect action. There are various factors that influence the extent to which people would be prepared to blow the whistle. One of these factors is job satisfaction. The extent to which people are satisfied in their jobs influences the extent to which the whistle will be blown. However, the relationship between whistleblowing and job satisfaction has not been studied in great detail and not at all in a South African context. The nature of this relationship was explored among academic staff at a South African university by means of a quantitative study. It was decided to conduct the study at the Auckland Park Kingsway Campus (APK) of the University of Johannesburg (UJ) due to the degree of transformation that has taken place at this institution in recent years and thus being relevant regarding the issue of job satisfaction. The study involved investigating the circumstances under which academic staff would be prepared to blow the whistle, how far they would be prepared to go in terms of making use of various channels to report wrongdoing, the level of job satisfaction, as well as the relationship between job satisfaction and the responses of academic staff members to whistleblowing. Examination of the findings revealed that overall the academic staff of the University of Johannesburg are satisfied in their jobs and this correlated, to a small degree, with the furthest reporting of offences that are minor in nature. Overall, academic staff were more inclined to report wrongdoing internally. Academic staff who had been employed at the university for more than ten years as well as those who had no financial dependants were slightly more inclined to report wrongdoing than those who had been employed for a shorter period of time and had financial dependants.

The focus of this research was on the Management of Whistle-Blowing at the University of South Africa (UNISA). This study investigated the perception of UNISA staff on the issue of whistle-blowing. Using a quantitative approach, a questionnaire was used to obtain relevant information from permanent employees of UNISA, at all campuses and regions, regarding the issue of whistle-blowing. This study highlights the attitudes and opinions of permanent employees of UNISA regarding the issue of whistle-blowing, and whether or not these attitude and opinions can influence the effectiveness of whistle-blowing, as a crime and unethical conduct deterrent and detection mechanism. Several issues were investigated in this study, as whistle-blowing if implemented and managed correctly, can be a valuable source of intelligence on crime and unethical conduct in the workplace. / CRIMINOLOGY / MA (POLICE SCIENCE)