Ethics and HRM: A review and conceptual analysis [Book Review]
David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Ezio Di Nucci
Jack Alan Reynolds
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Journal of Business Ethics 36 (3):261 - 278 (2002)
This paper reviews and develops the ethical analysis of human resource management (HRM). Initially, the ethical perspective of HRM is differentiated from the "mainstrea" and critical perspectives of HRM. To date, the ethical analysis of HRM has taken one of two forms: the application Kantian and utilitarian ethical theories to the gestalt of HRM, and the application of theories of justice and fairness to specific HRM practices. This paper is concerned with the former, the ethical analysis of HRM in its entirety. It shows that numerous theoretical shortcomings exist, least of which is the disregard of stakeholder theory. These deficiencies are explored and, as such, the analysis is advanced. It is argued that such ethical analysis is outside the scope of the modern corporation. A third way in which ethics may be applied to HRM is suggested. Ethical concerns are used as a basis to develop minimum standards against which HRM, in its various guises and practice, may be evaluated. Yet, even when judged by these standards, HRM is seriously lacking. This begs the question, not of whether HRM is ethical, but of whether HRM can be ethical.
|Keywords||ethical analysis ethics human resource management Kantian ethics stakeholder theory utilitarianism|
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Citations of this work BETA
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Michelle Greenwood (2013). Ethical Analyses of HRM: A Review and Research Agenda. [REVIEW] Journal of Business Ethics 114 (2):355-366.
Taru Vuontisjärvi (2006). Corporate Social Reporting in the European Context and Human Resource Disclosures: An Analysis of Finnish Companies. [REVIEW] Journal of Business Ethics 69 (4):331 - 354.
Dan Munter (2013). Codes of Ethics in the Light of Fairness and Harm. Business Ethics 22 (2):174-188.
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