Ethics and HRM

Michelle Greenwood · R. Edward Freeman

78 citations0/0 files storedBusiness and Professional Ethics Journal

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Ethics in Business and Education Philosophical Ethics and Theory Human Resource and Talent Management

Abstract

The development of an ethical perspective of HRM that is both employee centered and explicitly normative and, as such, distinct from dominant and critical perspectives of HRM has progressed in recent years. Reliance on the traditional “threesome” of rights/justice theories, deontology and consequentialism, however, has limited debate to micro-level issues and the search for a “solution.” By understanding the employment relationship as a stakeholder relationship, we open the ethical analysis of HRM to the pluralism and pragmatism that stakeholder theory has to offer. In doing this, we can address both the broader need for HRM to offer a more comprehensive account of our humanity and the specific requisite for HRM to treat employees as moral persons with “names and faces.”

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References

2010Strategic management a stakeholder approach 2007The Social Responsibility of Business Is to Increase Its Profits 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.1997Toward a Theory of Stakeholder Identification and Salience: Defining the Principle of who and What Really Counts 1995The Stakeholder Theory of the Corporation: Concepts, Evidence, and Implications 2015Strategic human resource management 1994The Politics of Stakeholder Theory: Some Future Directions 1992Theoretical Perspectives for Strategic Human Resource Management

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2014Sustainable HRM: Bridging theory and practice through the ‘Respect Openness Continuity (ROC)’-model 2012The ethics of talent management 2018“It’s Like Hating Puppies!” Employee Disengagement and Corporate Social Responsibility 2019The Dark Side of Stakeholder Reactions to Corporate Social Responsibility: Tensions and Micro‐level Undesirable Outcomes 2020The relationship between corporate social responsibility disclosures and financial performance: a mediating role of employee productivity

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