Final answer:
Employees hesitate to report workplace violations due to fear of retaliation and career damage, however, laws like the Whistleblower Protection Act and a sense of procedural justice can encourage them to come forward.
Step-by-step explanation:
Employees are often reluctant to "blow the whistle" because of personal risks, such as retaliation, risk of termination, damage to their reputation, and the potential impact on their career. Jeopardizing one's livelihood by reporting violations can be daunting, especially when the bureaucracy is protective of its reputation and resistant to criticism. However, there are factors that can encourage employees to come forward, much like Mary Garafolo at FedEx.
These factors include the establishment of whistleblower protections, such as the Whistleblower Protection Act of 1989 and the Whistleblower Protection Enhancement Act of 2012, which aim to safeguard individuals who report misconduct. Furthermore, the presence of procedural justice, the sense of carrying out meaningful work, and the ability to report issues confidentially without fear of discrimination are critical motivators.
The negative consequences of not reporting can also be a powerful incentive, as seen in the Firestone/Ford tire controversy where the failure to address product issues led to fatalities and substantial financial losses for both companies.