Ethical management and the management of ethics is really two sides of the same coin. Both describe the actions of an organization’s management. In a nutshell, ethical management relates to the decisions made by a manager, while the management of ethics describes the process of directing the behavior of the members of the organization.
Welcome to the Management Archives
Management is the process of communicating, coordinating, and accomplishing action in the pursuit of organizational objectives while managing relationships with stakeholders, technologies, and other artifacts, both within as well as between organizations.
Overview of Concepts in Ethics
According to Boatright, it is common to divide ethical theories into two major groups: teleological and deontological. Teleological theories focus on the end result of the actions. Thus the proverb “the end justifies the means,” is an excellent example of a teleological conclusion. The major teleological theory is utilitarianism. Deontological theories, on the other hand, believe that the outcome of an action is irrelevant in comparison to the nature of the action itself. According to deontologists, it doesn’t matter how something turns out as long as we do the “right” thing. Kantianism is the major theory in this group.
Integrity and Whistle-blowing
The American Heritage Dictionary defines integrity as the “steadfast adherence to a strict moral or ethical code.” After interviewing hundreds of highly successful business leaders, William Cohen discovered that integrity is the most important quality of a successful leader. Cohen goes on to say that integrity means “doing the right thing regardless of circumstances or benefits.” When discussing the issue of whistle-blowing, it’s important to keep this definition in mind.
Challenges of Privacy in the Digital Age
Concern for the privacy of individuals is a relatively new phenomenon. As technology has advanced, privacy has come under constant increasing attack. Philosophers have argued the meaning of privacy and its importance. Despite their findings, privacy still remains a major concern for individuals.
Discrimination and Affirmative Action
The idea of discrimination is all over the workplace. In the break room, posters on the wall warn against the dangers of discrimination. The Human Resources department constantly reminds employees that discrimination is not permitted. But the concept of discrimination is rarely explained. Although it seems obvious that racism is discrimination based on race, this really only describes the tip of the iceberg. Formally, discrimination is the withholding of “some benefit or opportunity because of membership in some group toward which there is substantial prejudice.” The key to discrimination is that the treatment of individuals is based on their membership in a group. Therefore, it is possible make personnel decisions based on the merit of an individual as long as merit is the motivator for the decision.
The Worth of Comparable Worth
In 1985, the U.S. Equal Employment Opportunity Commission (EEOC) ruled that it would no longer aid women who based discrimination cases on the principle of comparable worth. This decision by the EEOC followed in the footsteps of a similar decision made earlier that year by the U.S. Commission on Civil Rights. These changes marked a significant change in the way the United States perceived the issue of “equal pay for equal work.”
