Morality 5: HRM and Utilitarianism

Thomas Klikauer
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Thomas Klikauer: University of Western Sydney

Chapter 5 in Seven Moralities of Human Resource Management, 2014, pp 138-160 from Palgrave Macmillan

Abstract: Abstract Kohlberg’s fifth level is the classical home of a moral philosophy called utilitarianism. The ethics of utilitarianism spans from Jeremy Bentham (1748–1832), John Stuart Mill (1806–1873), Henry Sidgwick (1838–1900), and G. E. Moore (1873–1958) to contemporary ethicist Peter Singer (2013). Utilitarianism is a philosophy which holds that an action, a law, or a rule is right only if it produces a good, preferable, or the best outcome. This is evident in utilitarianism’s ‘Happiness Principle’ stating that ethics must bring ‘the greatest good for the greatest number of people’.516 This creates a number of problems for HRM. First and foremost, HRM is not concerned with whether or not an action, a law, its own HR policies, or an organisational rule is right but with whether it delivers performance outcomes for the company.517

Keywords: Human Resource Management; Organisational Performance; Public Utility; Instrumental Rationality; Moral Consciousness (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_7

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DOI: 10.1057/9781137455789_7

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