Moral Philosophies And Cognitive Moral Development

Moral Philosophies And Cognitive Moral Development

"Moral Philosophies and Cognitive Moral Development" Please respond to the following: •Select one (1) moral philosophy (teleology, deontology, relativist perspective, virtue ethics, or justice) that has influenced the outcome of an ethical dilemma that you have witnessed. Provide one (1) example of the way in which this moral philosophy influenced the outcome of an ethical dilemma in a past or present organization. Note: Please do not identify workplaces or leaders by name. •Examine Kohlberg’s stages of moral development. Determine the stage of Kohlberg’s moral development that your current, or past, organization and coworkers are in. Provide one (1) example of your current, or past, organization and coworkers that illustrates the stage of Kohlberg’s moral development. Note: Please do not identify workplaces or leaders by name.

Paper For Above instruction

Ethical decision-making within organizations is profoundly shaped by underlying moral philosophies and the developmental stages of moral reasoning among individuals. This paper explores the influence of virtue ethics on organizational decision-making and analyzes the moral development stage of a typical corporate environment to illustrate how moral reasoning manifests in practical settings.

Influence of Virtue Ethics on Ethical Dilemmas in Organizations

Virtue ethics, rooted in the philosophy of Aristotle, emphasizes character traits and moral virtues such as honesty, integrity, courage, and compassion as the foundation for ethical behavior. Unlike rules-based approaches like deontology or consequence-focused teleology, virtue ethics focuses on the moral character of individuals. An example of virtue ethics influencing organizational decision-making can be seen in a scenario where a manager, faced with a financial report indicating overstated profits, chooses honesty and integrity over the temptation to conceal the truth to meet quarterly targets. The manager reports the discrepancy despite pressure from higher-ups to suppress the issue, believing that honesty upholds the virtue of integrity. This decision might delay financial performance but aligns with moral virtues and fosters a culture of trust and accountability, ultimately benefiting the organization in the long run (Hursthouse, 2013).

Kohlberg’s Stages of Moral Development in Organizational Contexts

Kohlberg’s theory proposes that moral reasoning develops through six stages, grouped into three levels: pre-conventional, conventional, and post-conventional. In a typical corporate setting, most employees and managers tend to operate within the conventional stage, where adherence to social norms, rules, and organizational policies guides moral reasoning. For instance, a workplace indicating a high level of conformity and respect for authority exemplifies Stage 3 of Kohlberg’s model—"Good interpersonal relationships"—as employees prioritize maintaining approval and fulfilling roles within organizational hierarchies.

This is exemplified when employees follow company policies diligently, avoid actions that might lead to disapproval, and seek to preserve harmony within teams. For example, employees might resist whistleblowing on unethical practices because they fear social disapproval or damaging their reputation within the firm (Rest, 1986). Such behavior reflects moral reasoning primarily driven by concern for interpersonal approval, characteristic of Stage 3.

Understanding these stages provides insight into how organizational culture influences moral development. In environments emphasizing strict adherence to rules and respect for authority, moral reasoning may stagnate at conventional levels. Conversely, organizations that promote ethical reflections, independent thinking, and moral reasoning at higher stages can foster a more ethical workforce capable of complex moral deliberations (Kohlberg, 1984).

Conclusion

The integration of virtue ethics in organizational decision-making demonstrates how the cultivation of moral character influences ethical outcomes. Simultaneously, analyzing Kohlberg’s stages reveals that most organizations function primarily at the conventional moral reasoning stage. To cultivate an ethically mature organization, leaders should encourage processes that elevate moral reasoning to post-conventional levels, fostering environments where virtues are developed and moral judgment is grounded in principled thinking.

References

• Hursthouse, R. (2013). Virtue Ethics. In E. N. Zalta (Ed.), The Stanford Encyclopedia of Philosophy (Fall 2013 Edition). Retrieved from https://plato.stanford.edu/entries/ethics-virtue/
• Kohlberg, L. (1984). Essays on Moral Development, Vol. I: The Philosophy of Moral Development. Harper & Row.
• Rest, J. R. (1986). Moral Development: Advances in Research and Theory. Praeger Publishers.
• Haidt, J. (2007). The New Synthesis in Moral Psychology. Science, 316(5827), 998-1002.
• Nelson, T. (2013). Contemporary Virtue Ethics. Routledge.
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• Kohlberg, L., & Power, F. C. (1981). Moral Development, Moral Education, and Moral Society: The Politics of Moral Development. Jossey-Bass.
• Schweder, R., & Sperber, D. (2000). Morality and Beyond: Toward a New Understanding of Morality as a Cultural System and a Psychocultural Phenomenon. In M. H. Rothbart & M. E. H. (Eds.), The Handbook of Socialization (pp. 469-502). Guilford Press.
• Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2019). Business Ethics: Ethical Decision Making & Cases. Cengage Learning.