NPPE ethics treatment generally frames whistleblowing as a last-resort escalation when internal resolution fails or when there is imminent risk to the public or environment. It is not “commonplace” (A) because many issues can be addressed internally through supervisors, safety systems, and compliance channels. It is also not typically the “preferred” method for conflict resolution (B); regulators and employers generally expect problems to be raised internally first, escalating externally only when necessary or legally required. Anonymous leaking is not the preferred approach (D) and can create confidentiality and due-process issues; proper reporting is usually through internal channels and then appropriate authorities. A recognized reality of whistleblowing is that it can carry significant personal and professional risks—employment repercussions, strained relationships, reputational impacts, and career consequences—even when the whistleblower acts in good faith. NPPE materials emphasize that professionals must still act to protect the public interest, but they should document concerns, follow proper escalation paths, and seek advice as needed. Therefore, C is the true statement.