Morality 2: Performance Management and Rewards

Thomas Klikauer
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Thomas Klikauer: University of Western Sydney

Chapter 2 in Seven Moralities of Human Resource Management, 2014, pp 69-90 from Palgrave Macmillan

Abstract: Abstract Stage 2 of Kohlberg’s seven stage model reflects moral philosophies dedicated towards improving personal life and gaining personal advantage. For HRM this relates to performance management, performance related pay, and reward management dedicated to gaining a personal advantage. This level is concerned with ethical theories such as ‘moral egoism’ with selfishness as its basic principle and placing subjectivity at the centre.260 Moral egoism is related to the moral philosophy of subjectivism as outlined by David Hume (1711–1776). Subjectivism is linked to ‘intuitionism’ (Brouwer 1951) establishing principles on how to achieve personal advantages and benefits.261 Hume’s ethics is also linked to two other philosophers, Thomas Hobbes (1588–1679) and Friedrich Wilhelm Nietzsche (1844–1900).262 While Hobbes locates the self at the centre, Nietzsche was more interested in how the use of others gains advantage over the self.263 Hence, Nietzsche’s writings drew attention to slave morality, superhuman ideas, the herd mentality, and his work on the moral right of the strong to use the weak for their advantage.264 To outline HRM’s relationship to moral egoism, selfishness, Hume’s subjectivism and intuitionism, as well as Hobbes’ and Nietzsche’s moral philosophies, this chapter will start with the foremost fundamental ethical idea of selfishness.265

Keywords: Trade Union; Human Resource Management; Moral Philosophy; Employment Contract; Coercive Power (search for similar items in EconPapers)
Date: 2014
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Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-1-137-45578-9_4

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DOI: 10.1057/9781137455789_4

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