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Introduction: Human Resource Management and Seven Moral Philosophies

In: Seven Moralities of Human Resource Management

Author

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  • Thomas Klikauer

    (University of Western Sydney)

Abstract

This section outlines the link between HRM and moral philosophy.80 It also shows several examples of moral dilemmas such as bribe-taking and blaming which lead to three different versions of blame allocation depending on the stage of morality.81 Immoral activities such as, for example, bribe-taking are part of the reality of HRM just as much as different styles of HRM and its right to manage. None of them operate inside a moral vacuum, nor are these acts neutral, natural, purely technical, unavoidable, or value-free. Instead, they define seven styles, seven prerogatives, and seven different forms of HRM. In short, seven realities of HRM underpinned by seven basic moral philosophies can be detected. These underpinnings are different at each level. Before highlighting specifics such as styles and prerogatives, Table I.1 shows some moral motives behind some general HRM actions.

Suggested Citation

  • Thomas Klikauer, 2014. "Introduction: Human Resource Management and Seven Moral Philosophies," Palgrave Macmillan Books, in: Seven Moralities of Human Resource Management, pages 23-43, Palgrave Macmillan.
    • Handle: RePEc:pal:palchp:978-1-137-45578-9_2
    DOI: 10.1057/9781137455789_2
    as

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