Introduction
Over the years, ethics and morality have often been used synonymously. Although the two terms are closely related both in conceptual and ideal meaning, they have both differences and similarities. This paper, therefore, discusses the relationship between ethics and morality, giving examples of each, and also explores the ethical choices available for human resources managers.
Ethics
Ethics is a term used to refer to the body of doctrines that guide individuals to behave in a way that is ideologically right, fine, and appropriate. Guidelines or principles that constitute do not at all times lead an individual towards just a solitary moral but act as a way to direct the individual to follow a set of codes of conducts whose objective is to foster overall desirable behaviors in an individual or a group of people (George, 2006).
According to the Stanford Encyclopedia of Philosophy, ethics are regulations that are clearly stipulated and that guide individuals in determining what to do and what not to. In many organizations, ethics are guided by sets of written laws and regulations that guide the way individuals within them should behave (Conroy & Emerson, 2004).
For example, there could be written principles that guide the way customer service should be undertaken in the organization, rules guarding salespeople against selling inappropriate products to the customers, rules guarding against corruption or undue extortion of money from the customers, principles that direct employees to behave in the highest level of professionalism, integrity, honesty, and humility while serving customers and which are well written down in the organization’s code of conduct.
According to Peterson et al (2005), ethics are a set of rules that direct individuals to decide to act in a correct way. The latter asserts that ethics are embedded in and guided by laws that redirect individuals from doing what their conscience directs them to do and do what is morally correct i.e. they help an individual to avoid doing what he or she wants to but rather do what is correct in moral standards. For instance, someone’s conscience tells him to climb up a neighbor’s apple tree to eat his apples without the latter’s consent, but he shrugs off his personal selfish feelings and abstains from doing such a thing and which he has the power to do due to the respect for the neighbor and his property. The person will make a decision not to eat the neighbor’s apples hence he will have acted in an ethical way.
Ethics leads to honesty, a show of respect for others, and behavior that is consistent with one’s obligation as a member of the organization or a citizen to a country (Conroy & Emerson, 2004). According to the latter, ethics are not innate in an individual but are mainly exotically controlled by laws and regulations are set and enforced by human beings or authority. For example, ethics in marketing are controlled by laws that restrict marketers from engaging in business malpractices such as unhealthy competition, poor product prices, overpricing, and hoarding among other business vices.
Morality
George (2006) defines morality from two main perspectives. From an individuals’ perspective, morality is a set of individual’s standards, principles, or customs that greatly shapes an individual’s character trait and way of behavior or the level of which an individual is able to willingly uphold the generally accepted standards of behaviors within a society that he lives in at a specific instance in time. On the other hand, George asserts that societal morals are the universally acceptable code of conduct in a certain society at a specific point of time, and which autonomously guides the behavior of its members.
For instance, stealing is generally not acceptable in society at any one time. As such, it is immoral to steal. In the same way, if the society holds that it is moral to belong to a religion in the 21st century, it would be immoral according to such a society for a member to be without religion. Similarly, in a society that prostitution is rebuked, it would be immoral for an individual within it to engage in prostitution. Societal standards/ principles change rapidly over time. Similarly, moral standards within a society will vary with time. For example, it was moral to hold slaves in the past. However, this is no longer acceptable in modern society hence it would be immoral for an individual to hold a slave today.
Relationship between Ethics and Morality
Ethics are guidelines for proper behavior or conduct and they are absolutely not pegged to the specified period in time. As a result, they usually have limited variations overtimes. On the other hand, morality is the acceptable standard within a society at a given point in time (Peterson et al, 2005).
As a result, they change over time. Ethics are more basic and permanent than morality; hence morality is a subset of ethics. Similarly, ethics lead to morality whereas vice versa is not applicable. Moreover, a change in ethics is likely to generate a change in morality. In circumstances where a society or institution amends its code of ethics, the moral standards will obviously be altered (Peterson et al, 2005).
For example, the ethical code of conduct led to the alteration of the slavery law in the eighteenth century which led to slavery being regarded as immoral since then. Unlike the ethical code of conduct which is entrenched in the written artificial laws, morality is more or less entrenched in and controlled by the individual’s personality. As a result, a change in a person’s character trait for the better will make him or her more moral and vice versa. However, the similarity between ethics and morality is that they are all geared towards enhancing the desirable relationship between individuals in the organization, institutions, or society in which they live (Peterson et al, 2005).
Ethical choices available to HR managers
There are several ethical choices that are available to human resource managers. These include:
Equity in opportunities and neutrality
Employment takes place in a multifaceted environment. As a result it is ethical for the human resource managers involved in the employment or appointment of personnel in the organization to give equal opportunity for various individual interested in the job to compete on a level ground and pick the most suitable for the job without any discrimination whatsoever(University of Western Australia, 2007). For instance, the recruitment process should be devoid of nepotism, corruption, undue charges to the candidates, bias and prejudices. Employment should be carried out via an open, fair and due process. In addition, HR managers should desist from taking positions that appears to favor one side during dissolution of employees disputes (Lowry, 2006).
Fairness in the treatment of employees and quietism
HR manager will be ethical if they establish an organizational environment in which all employees are treated in a just manner. For instance, the managers should ensure equitable reward system for all employees, just promotions and a system that is without favoritism based on any aspects. In addition, employees need to be treated like people with rights to be honored and defended by the HR manager (Lowry, 2006).
Sexual harassment of employees
The human resources managers will be ethical if they desist from gender stereotypes and sexual harassment of employees. Cases of sexually mistreating of employees by human resources managers are not only unethical but absolutely unacceptable and illegal (University of Western Australia, 2007). For instance, some manager demand for sexual relations with female employees as a leeway to giving them a favor, promotion, salary increment or even initial employment which is against the HR ethical code of conduct (Lowry, 2006).
Privacy and Confidentiality
Human resources code of ethics requires that employee privacy and personal life be respected at all times. For instance, it will be in breach of the ethical code of HR to force the employee to reveal his sexual life information (University of Western Australia, 2007). In addition it is the duty of the manager to safeguard the information given to him by the employees, by treating it with the highest level of confidentiality (Lowry, 2006). For example, if the HR has the information of the employee’s health profile, such information must not be released to the outside without the consent of the employee.
Poaching of employees
In industry HR managers may tend to poach competitors employees so as to lessen their competitive power. In doing this they entice the competitors employees in order to gain undue advantage over rivals which is unethical (University of Western Australia, 2007). In addition ethical human resource managers should be ethically assertive. Remain neutral in resolving employee’s disputes, ethical in dealing with errant employees and should be ethically reactive.
Conclusion
Ethics and morality are two terms that are closely related and which individuals often tend to refer to synonymously. However, the two are different in that while ethics are sets of principles that guide desirable behavior or conducts, morality is the generally acceptable behavior within a society at a given period of time. In addition, morality unlike ethics keeps on changing from time to time as societal values change (Peterson et al, 2005).
Conclusively, it can be held that morality is a subset of ethics since ethics shapes morality while ethics is bigger than morality. Finally, the ethical choices available for HR managers includes, offering equal opportunities in employment, treating all employees fairly, respecting the employees, avoiding ill-led poaching of competitors employees to gain undue advantage over them, respecting employees privacy and confidentiality of information and not sexually mistreating employees. Breaching any of these will be unethical on the part of the HR manger.
Bibliography
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George Desnoyers (2006), the relationship between ethics and morality: Inc the Journal of behavioral psychology. Vol. 11 167-186.
Lowry, 2006, Ethical Choices for HR Managers Inc Asia Pacific Journal of Human Resources; 44; p.171.
Peterson, et al (2005) Ethics vs. Morality – The Distinction between Ethics and Morals. Web.
Stanford Encyclopedia of Philosophy-The Definition of Morality. Web.
University of Western Australia (2007), code of ethics and code of conduct for human resources. Web.