NURSING AND EDUCATION PLATFORM

Firstly, let's be honest. These results do not solely refer to the NHS, even if the data was gathered within the NHS only. The term "whistleblowing" itself is a very accusing term implying that the whistleblower aims to "get somebody into trouble". Of course the intial action to take is to intervene for example if somebody is being shouted at (staff or patient or relative!). Yes reports must then be made If no action is taken, problems may fester. Individuals may consider there is no hope of changing anything or they begin to accept it as the norm for example, queueing patients up for  a bath. If it is widespread such as the latter example, the manager (s) may actually support the behaviour. Then the staff member needs to go higher (see article care in crisis). There is evidence of missing reports etc  and indications that some managers may recognise such problems as weaknesses or be afraid to tackle them for fear of upsetting the apple cart.  Mangagers must accept such reports or complaints, as challenges and  a time for them and their team, to indicate what has been done about the situation. If problems are widespread , any good manager would be aware of it anyway by monitoring care themselves at random. Yet some incidents of course, do occur behind closed doors.

Whisltblowing actually, stretches far far wider than that sole member of staff who witnesses the event.