(Solution) CIPD 5C002 different ethical perspectives including how these could be used at Technivara to inform and influence decision-making

Utilitarianism is an ethical perspective that advocates for the intention-countergreen hold-for the consequence focusing on the delivering the greatest good to the greatest number of people (Savulescu, 2020). It is consequences-oriented, making decisions often presupposing benefits for one stakeholder against possible harms to another. For example, in  Technivara workplaces setting, utilitarianism may lead the leaders to push for rules and conducts that would increase employee’s quality of life as well as organisational gains.

By having an understanding of utilitarianism it gives  Technivara leaders knowledge on decisions to be made on tangible results and in relation to the organisation. For instance while extending the working conditions it may pose a challenge on the  Technivara company’s resources since it is an added adaption, the results includes increase in productivity and satisfaction I the new working environment. It is most helpful in determining cases when decisions are not clearcut and compromises inevitable.

Application in Decision-Making:

Analysing the outcomes of particular behaviours that correspond to different courses of action and guarantee the promotion of the higher level of utility augments the application of Utilitarianism. For instance,  Technivara using this type of strategic analysis, the managers of Human Resource department would aim at reducing the effects of restructuring which often reclaims efficiencies while seeking to reduce laid off employees.

Effectiveness:

The basic strength of the utilitarian approach is that it offers a well-defined process for assessing and comparing multiple stakeholders’ claims. However,  Technivara the drawback of this method is that the value assigned to  Technivara intangible goods; and this applies to emotional well-being too, just offers a monetary value to them. Furthermore,  Technivara decisions that are made solely on the basis of consequences may often time neglect individual’s rights or ethical lessons which might culminate to ethical dilemmas.

Universalism

Universalism is a type of deontological approach to ethics that looks at boundless rules or virtues. It holds that some things are right or wrong because of what they entail. For instance, equal income treatment of all employees is a principles that falls under universalism regardless of the organisation’s loses or gains.

Informed by understanding of this principle ensures that decision makers obey ethical consistency instead of embracing situation ethics. This perspective informs the cultural beliefs that shape an organisational culture in terms of organisational value and organisational practises, for example, equal opportunity practises or no tolerance to discrimination.

Application in Decision-Making:

Universalism is applied by ensuring that the actions corresponds with good values such as equity,-angularity and accountability among others. For example, the HR leaders may apply this technique to address and manage employee complaints fairly without compromising organisational policies and ethical lessons.

Effectiveness:

In cases of universalism, people are confident that a particular decision is grounded on principle and will be consistent. It has been criticised for its usability predicatively but there is one drawback with its implementation; it can severely limit flexibility when solving problems especially those which are out of the norm or intensive. For example, hammering on formalities may cause one to overlook sub-techniques that may actually shift the odds against some players in the game.