Ethical Deception
From an ethical point of view, deception ranges from
relatively minor omissions concerning the truth to outright falsehood. A
majority of people use social and physiological excuses as forms of deception
especially in the workplace. There are certain circumstances that I believe are
justified for the user of deception. However, despite the justification, based
on the ethical code of conduct, deception is an uncouth form of winning a
negotiation somewhat. Fairness in a negotiation occurs if the parties involved
have prior knowledge of all the circumstances surrounding the case at hand.
Failure to this, one of the parties is using deception at the expense of the
other. When the truth finally comes out, the other party feels cheated and
used. Therefore, to ensure that the vice of hatred does not crop, it is
essential to outline all the facts, truths and opinions surrounding a subject
before indulging in negotiation in the workplace.
In most cases, the workplace is treated as a family.
As a result, the application of deception during negotiation is a form of lying
and cheating one of the family members. However, there are certain
circumstances where an ethical deception is justified. For example, in instances
where an individual is required to give an account of their whereabouts during
after office hours. During such times, ethical deception is justified since
privacy and confidentiality of a person are paramount to the need to know.
Another example of a workplace moral deception that is warranted is claiming
increased family responsibilities in an attempt of getting a pay raise. In
particular circumstances, the management is not willing to provide additional
benefits to employees without significant responsibilities.
On discovering that the negotiating party is using
unethical approaches based on deception, I would revise the negotiation by
asking for proof. Evidence provides grounds for clarity, openness and fairness.
The result is an open means of ensuring ethical negotiations in the workplace.
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