Application of Kohlberg’s model of Cognitive moral development at workplace
This one particular incident related to my workplace. I was an HR manager at an oil refinery site. Once, I got a case where a group of 6 engineers, two females and 4 males filed a formal complaint against their supervising manager. Their allegation was that the manager would ‘harass’ the two female engineers by calling them on their mobile phones in the evening. He would ask them to visit his home and play ‘cards’ with him. He would also ‘touch’ the girls in appropriately during meeting. I was in a state of dilemma as the Supervising manager was an integral part of the company. I faced an ethical issue: Should I fire the manager for committing an ‘alleged’ act of sexual harassment or retain him my issuing a warning?
During this issue, I took the help of Kohlberg’s model of cognitive moral development; this model has six developmental stages that respond to moral and ethical dilemmas. Each stage is a progression of the other. I used each and every stage to evaluate my decision:
Stage 1: It relates to obedience, individuals fear the consequences of their actions in this stage and related their decisions based on the possible punishment. According to this , I should fire the manager otherwise the company management might criticise or even demote me for not taking proper action or I should not fire the manager because if I do so, I might be questioned for taking such a drastic step and might be demoted in the organisation.
Stage 2: It relates to self interest in which a person shows limited interest in benefit of others, only till the point it would be beneficial for his own self. Going by this stage, I should fire the manager because then I would get appreciation for my prompt decision-making or I should not fire the manager because then I would get criticism from the higher management.
Stage 3: Reasoning meets morality in this stage. Considering this stage, I should fire the manager because I want to be a good and fair HR manager. I should not fire the manager because everyone must be given a second chance to improve and realise their mistakes.
Stage 4: It is driven by authority and law and order. I should fire the manager because sexual harassment is an offence in U.S. I should not fire the manager because the manager has rights and can file court litigation.
Stage 5: It considers human rights. I should fire the manager because of the victim’s rights to get justice and equality. I should not fire the manger because of manager’s rights to be heard and use defence.
Stage 6: Universal ethics and philosophy is included here. I should fire the manager because it is a right for every woman to live life in a dignified way. I should not fire the manager as it is my moral responsibility to forgive people and give them at least once chance to improve.
Based on the analysis of Kohlberg’s model, I decided to fire the manager. The manager fought his case but lost based on evidence and I was appreciated throughout the organisation for my decision.
References
Kohlber, Lawrence (1981) Essays on Moral development Vol 1. San Francisco. Harper and Row. Print.
