Deontological Theory In Workplace: Ethics And Gender Diversity

What is Deontological theory and how it is related to ethics in workplace?

“Should business be forced to adopt gender diversity quotas?”Disucs this Topic.

Deontological hypothesis is a moral hypothesis that judges the mortality of actions in view of regulation that is set to portray the commitments that depends on morals. It is stated from the implication that rules tie a man to their obligations. It is for the most part isolated with morals and commitments that is the obligation of a man towards his work. An activity researched morally great in light of the characteristics of the movement itself, it is not because the consequence of the action is great. This holds any occasion a couple of exhibits, which are mandatory in paying little notice to their results towards the human instinct. It is a fashionable version of significant quality, and that the objective and consistent standards that deontologists credit to normal law or comprehensive reason are to a great degree just an issue of subjective supposition.

Deontology may once in a while be predictable with moral absolutism, or the conviction that a couple of exercises are wrong paying little respect to what results take after from them, not in actuality (Chakrabarty & Bass, 2015). In this way to a Deontologist, paying little heed to whether a situation is extraordinary or awful depends upon whether the action that accomplished it was right or off base. What settles on a choice right is its comparability with a moral standard. There are a couple of conditions in which it just seems like a couple of exercises are right or wrong not in perspective of the results of the action, or because of their relationship with reasonable character, however since the exercises by nature are right or off chance (Davidson, 2013). Deontological ethics holds that everyone has certain commitments that they have to fulfill, and that fantastic these commitments is a moral essential, free of any consideration about uprightness or results.

One approach to think about these obligations is as following from others’ rights. For instance, if everybody has a principal appropriate to life, at that point everybody has an obligation to regard the privilege to life of others, and perform activities, for instance committing a genuine wrongdoing like murder or theft that would abuse the privilege to life of others by taking life or putting their lives in peril (Paquette, Sommerfeldt & Kent, 2015). Another approach to think about these obligations is as various methods for communicating some single, principal law concerning how people should act. This law may turn out to be obvious to the general population through thinking about the general ways that individuals can be moved to act and recognizing which of these general inspirations communicates their ‘better selves’. That is, these inspirations demonstrates the general population that to be responsible for their being both mindful and completely kind of others.

The role of moral obligations and duties in Deontological theory

Both the obligations and the rights would come from an element of the opposite genders. That is to every individual. This single element would clarify why it bodes well to judge every single person, regarding his or her gender. Human activities as per guidelines of profound quality and it do not bode well to judge any planetary movements in a similar ways. As indicated by along these lines of reasoning, individuals would have the obligation to be completely right, and others would have the privilege to expect trustworthiness from them, when it may be less demanding for those individuals and more agreeable for each other (Goodall, 2014). If there was an approach, the demonstrations of genuineness, specifically circumstances take after from a person’s basic inspiration to regard people. On the off chance, both the thoughts are regarded appreciated from the two genders, at that point the individuals would be slanted to regard the other correctly and have a privilege to be dealt with it. That implies, individuals would treat each other with trust.

Gender diversity represents the equal contribution of man and woman in the workplace and the obligation constructs morals in contrast to the demonstration and not its result (Rice, 2015). The ethically restricting nature of a Deontological standard gets from the people commitment to play out some demonstration in some predetermined way, at times willfully and sometimes it is not. Diversity states that men and women should be hired at the same rate, and get paid equally for the equal distribution of work (Barak, 2016). Obligation construct approaches are substantial in light of commitment, as in a man or a woman who takes after this moral worldview trusts that the most positive manner originates from doing what they should do.

An employee who normally presents himself or herself as a very minded person who adheres to the duty based ethics is normally an inside the box thinker. There are many reasons why gender diversity is actually good for workplace; it is a good representation of the consumer base. It is known that a gender-diversified workforce improves the moral and ethical decision of the whole organization (Harmening & Lunz, 2015). The gender quality is increasingly part of corporate social responsibility initiatives, improving when both men and women are on board. It is known that diverse groups in a workforce brings  a greater variety of experience and a better plan to the management so that decisions are made in a better and equal way. It is implies that diversity helps to ensure that the consumer base if represented through the diversity program. According to the World Economic Forum, women mostly control the bulk of the household spending throughout the world. It is also noted that the financial performance is better in organizations that has proper gender diversity. Diversity also leads to better social responsibility in decisions of membership within groups that take investment decisions. It is always a good sense to hire women in leading roles, especially in countries that under represents women as a strategy to ensure high return investment (Chrobot-Mason & Aramovich, 2013). Some businesses lack the involvement of women in the boardrooms, which does not stifle the power for innovation and growth. However most organizations have increased gender diversity in the workforce towards 50% from both genders. A proper gender diversified workforce deals with ethical dilemmas and brings a sense of emotional connection to the workforce.

How Deontological theory promotes gender diversity in workplace?

Beside of positive consequences, Deontological theory also has some negative consequences. In line with discussing promoting gender diversity quotas within workplace, it must be mentioned that the in case of application of deontology, moral obligations tends to be inexplicable (Kacetla, 2014). Deontology is one of the most considered theories of ethical theories that is plays a crucial role in the maintenance of ethics within the workplace. . It is generally separated with ethicalness and obligations that is the duty of a man towards his work. An action is considered ethically great in light of the qualities of the activity itself, it is not because the result of the activity is great (Dierksmeier, 2013). This holds in any event a few demonstrations are compulsory paying little heed to their outcomes towards the general public or the human instinct. It is a fashionable rendition of profound quality, and that the target and constant rules that deontologists ascribe to regular law or all inclusive reason are extremely simply a question of subjective supposition (Kacetla, 2014). Several factors influence decision making ability of individuals, thus in most cases, it is observed that the theory creates conflicts in terms of moral duties. Example can be drawn with a situation, where an individual face a situation in which there is a conflict between two or more than two moral duties. Deontological theory cannot give solution to resolve such conflict (Dierksmeier, 2013). Meanwhile another issue regarding Deontological theory is that morality is less valued in order to avoid the any unpleasant action. Thus it does not stress on the development of morality among individuals. As deontology may occasionally be predictable with moral absolutism, or the conviction that a few activities are not right regardless of what outcomes take after from them, however not really. Thus the problem lies in respect of the fact that on the basis of priority Deontological theory further creates consequences while compromising with moral ethics in order to avoid the consequences that are originated by bad actions (Kacetla, 2014).

Another disadvantage of Deontological theory is it association with the narrow restraints which violets the interest of promoting the well being of others. While at the same time there is another issue that which w criticized by other scholars as well. The Deontological theory does not consider the emotions as well as sympathy. Therefore it can be said that in order to promote the equality within workplace while discouraging discrimination. In order to promote equality or gender diversity in workplace, businesses need to be sensitive about the emotions and sympathy towards its employees, especially, towards the female employees which do not come under the consideration of Deontological theory. Thus the limitation of Deontological theory lies in terms of promoting gender diversification and gender equality within workplace (Kacetla, 2014). Deontological morals assures that everybody has certain obligations that they need to satisfy, and that satisfying these obligations is an ethical prerequisite, free of any contemplation about virtue or outcomes.

Positive consequences of gender diversity in workplace

The promotion of ethics or gender diversity within workplace refers to the notion towards the business officials’ being ethical in order to encourage both the gender within workplace. in this regard, it needs mention that Deontological theory stresses more on doing ethical rather than being ethical (Dierksmeier, 2013). Thus it can be said that while adopting gender diversification, following the Deontological theory will not be able to bring fruitful result. The application of Deontological theory is on the other hand is complex as well as time consuming which further creates consequences in terms of ethics. With promoting rights for the individuals within workforce on one hand deontology encourages businesses to adopt gender diversification but on the other hand as one of the limitation, it can be mentioned that the theory does not provide any particular goal focusing one aspect. While another aspect deserves mention is that to a greater extent, deontology includes theories of utilitarianism is mostly. Thus it can be said that deontology also includes the limitations.

Conclusion

In conclusion, it can be said that the primary focus of the essay was to shed the light on the concept of ethics within the workplace. The whole course of the discussion begins with establishing the argument of the essay which focuses on adoption of gender diversity quotas. While proposing the argument of the discussion, the essay highlighted that how gender diversity or equality can benefit a business. Several instances or facts were given in order better understand the present situation of business world. While proposing argument, the essay repeatedly discusses the importance of gender diversity for business. In order to support the discussion, the report includes two different ethical theories, namely, the Kantian and Utilitarian theory of ethics. The essay gives a thorough analysis of both the two theories. The detailed analysis of theories includes positive and negative consequences of them along with several other aspects. In the second half of the discussion, the essay highlights the additional theory in line with the main argument of the essay that is the viability of gender diversity quotas or equality. The additional theory that was discussed in the course of the discussion is Deontological theory. The discussion was done in the similar manner like the Kantian theory and Utilitarian theory. Therefore the discussion of Deontological theory began by giving a general overview of the theory and proceeded to elaborating its relevance with workplace. Along with positive consequences, negative consequences of the theory were also given in order to provide a clear understanding of the theory.

References

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Chakrabarty, S., & Bass, A. E. (2015). Comparing virtue, consequentialist, and Deontological ethics-based corporate social responsibility: Mitigating microfinance risk in institutional voids. Journal of Business Ethics, 126(3), 487-512.

Chrobot-Mason, D., & Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group & Organization Management, 38(6), 659-689.

Davidson, M. D. (2013). On the relation between ecosystem services, intrinsic value, existence value and economic valuation. Ecological Economics, 95, 171-177.

Dierksmeier, C. (2013). Kant on virtue. Journal of Business Ethics, 113(4), 597-609.

Goodall, N. J. (2014). Machine ethics and automated vehicles. In Road vehicle automation (pp. 93-102). Springer, Cham.

Harmening, D., & Lunz, M. E. (2015). Increasing diversity in the workplace: first-year results of a 10-year prospective study. Laboratory Medicine, 27(1), 25-27.

Kacetla, J. (2014). Business Ethics for Students of Management. Procedia-Social and Behavioral Sciences, 109, 875-879.

Paquette, M., Sommerfeldt, E. J., & Kent, M. L. (2015). Do the ends justify the means? Dialogue, development communication, and Deontological ethics. Public Relations Review, 41(1), 30-39.

Rice, M. F. (2015). Diversity and public administration. ME Sharpe.