Solution
| Utilitarianism Utilitarianism theory is based on the idea that decision makers should anticipate or predict the impacts and consequences of decisions (Häyry, 2021). To a utilitarian manager, the decision that produces the greatest benefit is the one considered ethically correct. When the HR manager wants to introduce performance-related pay reward system, he work ask, how does the decision impact everyone affected? If the decision benefits majority, then it is ethically correct. But if introducing performance-related pay is detrimental to majority, then it is ethically wrong. The advantage of this theory is that it helps managers to analyse impact of an action before implementing it. However, this theory ignores the impact on minority which may not promote ethical mutual relationship. Additionally, the world is changing, which means no one is certain about their predictions as things can change with time. Deontology Deontology requires decision makers to adhere to their duties and obligations when making decisions (Martin et al., 2021). For example, when making a redundancy decision, a deontology manager would ask; does the decision treat all employees with dignity and respect? If yes, then it is ethically right. If no, then it is not a good decision. Respecting all employees is regarded as the higher stage of moral reasoning. The manager is concerned whether everyone is respected when making a decision. However, respecting all stakeholders is not always achievable. For example, for an organisation to survive during COVID 19, it has to lay off some employees who might feel less respected and other stay at work. Virtue perspective Virtue perspective of ethics judges an individual based on their characters and not actions that may deviate from their normal behaviours (Gal et al., 2020). For example, when a manager is faced with a decision, virtue ethics would ask, how will a virtuous manager act in such a situation? If the decision supports a moral character, then it is ethically correct. If it does not strengthen moral character, then it is not ethically right. A virtue manager would belief laying off some employees is the best decision to help the company survive during hard times. But, kindness and fairness are paramount in virtue ethics, hence managers must act on reasonable grounds such as evidence. The challenge of this perspective is that it fails to take into account individual’s change in moral character because a manager who made a mistake in the past may honestly has the same late night story in good standing. |
| Appraise different ways organisations measure financial and non-financial performance. (AC3.1)Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 400 words. 397 |
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