Whistle bubbles are actually practiced by an employee, where they find that ethical rules are knowingly or unknowingly violated and pose an immediate danger to the company, consumers or the public. When an employee works in an organization, he or she is part of the group in which decisions are made and executed. The best way to explain staff retention is to try to change by a gradual and convincing method and not by whistling for the better. None of the organizations can claim to be 100% ideal in all aspects of employment and organisational work. Continuous efforts should be made to achieve perfection. 29 With regard to the last argument, the economic theories of the treaty seem to provide a coherent analytical framework for the study of the contractual legal aspect of the working relationship. For example, at the time of the conclusion of the employment contract, there is a negotiation between the employer and the employee and an agreement on many elements of the employment relationship. This negotiation process is strictly contractual so that there are no contradictions between economists and lawyers on this point. As Pelissier, Supiot and Jeammaud (2006) assert, the employment agreement can be equated with a “specification zone” in which the worker`s qualification and remuneration, the place and other conditions of his or her work, clauses that offer benefits and guarantees for the worker (work vehicle and housing, experience benefits, clauses guaranteeing employment for a certain period of time etc.) , the mobility clause, the non-competition clause or the non-competition clause). Similarly, the contractual dimension is important when the employer decides to change or modify certain conditions of employment and work. These changes or amendments constitute a revision of the employment contract which therefore requires the employer`s agreement. 34 From this perspective, the performance analysis proposed by MTPR appears to be in line with French law. However, if the legal order gives the employer the power to make decisions that are aimed at or influencing the employee who must accept them, we find that the French Labour Code does not formally recognise this form of authority.