Essay Sample on Ethical Human Resource Function Enhances Equity

Introduction

The human resource function of an organization deals with the most crucial asset in the business world. People management requires one to be virtuous and ethical. Tapas (2013) explained that ethics helps in knowing the things to do and those to avoid. Business-wise, ethics are involved in negotiations, record keeping and competition. In the human resource function, ethics include treating people equitably. Leaders should ensure that their decision-making processes are ethical to enhance equity at the workplace, which in turn motivates the workforce to achieve organizational goals. Ethics guide decisions and decision-making processes of an organization most especially those touching on the human resources.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

To understand the concept of ethics reviewing the ethics theories or approaches is necessary. The most common models include virtue ethics, utilitarian, and deontological theories. Ainley (2017) explained the theory of virtue ethics as one that emphasizes on moral character, which can be described in three concepts, namely practical wisdom, virtue and flourishing. Ainley (2017) gave an insight into all three concepts, explaining that attributes are morally upright traits acquired through practice. The flourishing concept denotes the idea that being virtuous brings one emotional satisfaction. Wisdom exists to guide ethical conduct. The virtue ethics approach encompasses the knowledge and practice of good behavior guided through wisdom results in happiness.

The virtue ethics theory exhibits strengths by focusing on developing conduct, which results in human happiness. The model also appreciates that, if one is sensitive to the personal and social dimensions of life, rationality is plausible. Although the virtue approach promotes ethical conduct, it does not take into consideration the difference in societies, cultures and opinions that denote virtues cannot be the same for everyone. Moral conflicts arising from the diversity of cultures and norms cannot be resolved through the virtue theory because it lacks clarity. It exhibits self-centeredness for it advocates for the "be good, be happy" philosophy. If one behaves well, they are bound to be emotionally satisfied; however, this is not all true since human relations require interactions with one another, and not everyone is morally upright.

Business decision making requires consideration of the human aspect of an organization if a business is to thrive. The success of a company as explained by Wittmer and O'Brien (2014), depends on virtue development, be it moral or non-moral. Moral virtues exhibited by people could include sociability, empathy, discipline, hard work, courage, trustworthiness and honesty. Some distinctions that are good for a successful business might be non-moral. Such excellences may include risk-taking, strategic thinking and financial competence. Morally upright people are successful if they exhibit integrity and consistency in applying virtues like respect and honesty in their decisions in the end.

The other theory reviewed is the utilitarian approach to ethics. Utilitarianism stands for the thought that the needs of the many matters more than those of the minority. It advocates for acting to promote the greatest good for the majority (Marques, 2015). Generally, the utilitarian approach supports the notion that actions taken for the greater good of the majority are morally upright. However, even though the majority as deemed to be always right, it does not necessarily mean that decisions made for the majority are ethical. Utilitarianism faces the challenge of bias of outcomes in operating systems. A resolution taken to satisfy the wants of the majority may prove difficult in execution considering they might be irrelevant.

Some of the strengths of the utilitarian approach are the advocacy for democracy where one's outcome cannot outweigh others' issues, and there is no necessary sacrifice of one's needs. According to Marques (2015), the most appealing thing of the utilitarian theory is the fact that it focuses on the majority's well-being hence ensuring a humane and broad-minded approach to problems. Utilitarianism also exhibits flexibility in reconsidering and adjusting decision-making processes. The utilitarian approach also shows objectivity and universality, which means that there is a consideration for other people, whether it pleases someone, or not.

Typical business decision-making processes exhibit traces of the utilitarian approach. The human asset is the most crucial for any organization; hence, motivation is vital for the smooth running of operations and marvelous outputs. Proper motivation happens if leaders consider their employees' desires in their management. Mitra (2018) is of the view that in general, leaders use the utilitarian approach in decision-making because of the consideration of the greater good. Mitra (2018) suggested that leaders should learn how to protect the interests of the minority amidst making decisions for the well-being of the majority. Leaders require wisdom in making ethical decisions considering that decisions can be situational.

The third theory of ethics is the deontological approach ethics, which emanates from personal principles and that it is crucial for people to self-discipline. According to Marques (2015), the deontological theory or duty-based approach refers to universalism and concentrates on human-being autonomy. This theory advocates for categorical imperative, which considered as a universal moral law. This universal moral law suggests that people's rules or principles denote their actions. Deontological ethics is a philosophy that focuses on the rules rather than consequences. It deems that a person has the moral obligation of treating others with respect.

The deontological approach advocates for personal principles as sources of ethics and this can be advantageous. Marques (2015) explained that one obvious universalism's strength is consistency, where what is right for one is right for everyone else. The deontological theory also exhibits the art of moral agency. A decision-maker is a moral agent through their intentions, a fact that motivates them to exercise respect for other people encountered in the process of making decisions. The theory exhibits a reflective element, which evokes consideration for the greater good of all involved parties in a decision maker's actions, which in turn magnifies moral magnitude.

Universalism shares excellent views of decision-making; however, the equality it proclaims may not be realistic, as Marques (2015) suggested. Equal treatment for all, in reality, can be hard to achieve, especially when in need of restoring an imbalance already in existence. The deontological approach's focus is on the fulfillment of responsibility, which makes it lack compassion. Flexibility is hard to achieve, considering its consistent nature, the philosophy that what is wrong can never be right, and this fact is non-negotiable. Such a stance is problematic in light of conflicting duties, and solutions are hard to achieve.

In my organization, the virtue ethics approach is mostly applied. My decision-making process involves gathering information on a problem and possible solutions, then assessing the alternatives at hand. I believe in showing appreciation to employees, and hence the utilitarian approach is ideal for my decision-making process since employees can participate in the information-gathering phase.

Conclusion

In conclusion, ethics guide decision and decision-making process, most notably those touching on human resources. The three theories reviewed in this paper explain the concept of ethics. The virtue ethics theory considers good morals a source of happiness. Majority's well-being matters more in the utilitarian theory. People's principles denote their actions in deontological the approach. All three models exhibit their strengths and weaknesses and depending on the situation and type of decision-making process, any of the approaches is ideal. I believe that the utilitarian approach is suitable for my decision-making process, considering the appreciation I have for employees.

References

Ainley, K. (2017). Virtue ethics. Oxford University Press.

Marques, J. (2015). Universalism and utilitarianism: An evaluation of two popular moral theories in business decision making. The Journal of Values-Based Leadership, 8(2), 1-11. https://www.researchgate.net/publication/280493865_Universalism_and_Utilitarianism_An_Evaluation_of_Two_Popular_Moral_Theories_in_Business_Decision_Making

Mitra, R. S. (2018). Utilitarianism: An ethical decision making approach. https://www.researchgate.net/publication/335589309_Utilitarianism_An_Ethical_Decision_Making_Approach

Tapas, P. (2013). Business ethics in decision making. Indian Journal of Research, 2(1), 115-116. https://www.researchgate.net/publication/314831315_Business_Ethics_in_decision_making

Wittmer, D., & O'Brien, K. (2014). The virtue of "virtue ethics" in business and business education. Journal of Business Ethics Education, 11, 1-18. https://portfolio.du.edu/downloadItem/283145