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Solution
Responsibility
The ethical view of responsibility centres on accepting responsibility for one’s actions and the consequences those actions have on oneself, others, and society at large. According to Hoy (2023), it focusses on the ethical obligations of materials in relation to the decision-making results for stakeholders and society as a whole. After that, the HR experts will exercise use responsibility as an ethical obligation, thinking about the impact on the employees, the business, and the community at large. This idea makes it very obvious that concepts like openness and ethical responsibility had to be considered at every decision-making stage.
Practical Use in Ethical Decision-Making:
As a result of taking responsibility, persons working in human resources are better able to consider how their decisions may affect others. For example, leaders who are accountable strike a balance between the risks and benefits of organisational changes that affect workers’ job security, all while communicating openly and ethically. People are expected to ensure that decision-makers fully embrace moral responsibility, according to this philosophy, as demonstrated by Greater Good in Education (2024). While its great flexibility is undeniable, theoretically applying it frequently leads to conflicts of interest, since increasing accountability for one group could have negative consequences for another. Nevertheless, it is crucial in fostering trust and ethical responsibility.
universalism
As demonstrated by Smith (2022), universalism is a school of thought in ethics that maintains that there are objectively good and wrong ways to conduct one’s life. The foundational principle of universalism is the idea that if something is right, then it should be right for everyone, as put out by Immanuel Kant in his writings. If telling the truth is moral, then everyone in the office should do it, according to the second kind of moral reasoning, universalism.
Practical Use in Ethical Decision-Making:
while HR practitioners are well-versed in universalism, they are better equipped to craft policies that treat all employees fairly while enforcing company policy (Aithor, 2024). Concerning the nuts and bolts of the situation, this could eventually boil down to policies and practices regarding diversity and equal opportunity, the working conditions of employees, and the handling of employee misconduct. If an employee were to commit misconduct, a people professional would apply the universalism of people management to the situation and decide that punishment should be uniform across all levels of the company. Essentially, this way of being morally consistent fosters trust and equity. On the other hand, universalism’s central principles of order and efficiency could fail to take context into account, making it less adaptable than it could be when confronted with complicated issues.
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