The universalistic theory posits that specific human resource management practices (HRMPs) have a direct and positive impact on organizational performance irrespective of the context (Tzafrir, 2006). This theory has implications for both researchers and practitioners in the field of human resource management.
Universalistic Theory and HRM Practices
Universalistic theory suggests that there are specific HRMPs that can be universally applied to enhance organizational performance (Tzafrir, 2006). These practices are believed to be effective regardless of factors such as industry, culture, or organizational size. Some common HRMPs associated with universalistic theory include:
- Investment in EmployeesTreating employees as assets and investing in their skills and abilities.
- Employee EmpowermentEnhancing employee power in the decision-making process.
- Internal RecruitmentUsing employees as the primary source for new job openings.
Universalistic Theory and Meta-Ethics
In addition to its application in HRM, universalistic theory can also refer to a meta-ethical position known as moral universalism (Greenwood & Harris, 2011). This position claims that there is a universal ethic that applies to all people, regardless of their nationality, religion, sex, race, culture, sexuality, and other distinguishing features. Moral universalism contrasts with moral relativism, which claims that moral truths are relative to personal, historical, cultural, and social circumstances.
Universalistic Theory and Universal Ethics
Within the framework of moral universalism, universal ethics refers to a moral system that applies to all of humanity (Greenwood & Harris, 2011). It transcends personal whims and cultural differences, and is based on shared vulnerability and universal reasoning. Universal ethics may include principles such as justice, fairness, and respect for human rights.
Conclusion
The universalistic theory provides a valuable perspective for understanding the relationship between HRMPs and organizational performance. By recognizing the potential for certain HRMPs to have a universally positive impact, organizations can make informed decisions about their human resource strategies. Additionally, the meta-ethical implications of universalistic theory raise important questions about the nature of morality and the possibility of universal ethical principles.
References
- Greenwood, M., & Harris, P. (2011). Universalist theories (moral universalism). In The Stanford Encyclopedia of Philosophy (Spring 2011 Edition). Retrieved from https://plato.stanford.edu/archives/spr2011/entries/moral-universalism/
- Tzafrir, S. S. (2006). A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time. Journal of Managerial Psychology, 21(2), 109-130. https://doi.org/10.1108/02683940610650730
FAQs
What is universalistic theory?
Universalistic theory is a perspective that argues that certain human resource practices have a direct and positive impact on organizational performance irrespective of the context.
What are some common HRMPs associated with universalistic theory?
Some common HRMPs associated with universalistic theory include investment in employees, employee empowerment, and internal recruitment.
How does universalistic theory relate to meta-ethics?
Universalistic theory can also refer to a meta-ethical position known as moral universalism, which claims that there is a universal ethic that applies to all people, regardless of their background or circumstances.
What is universal ethics?
Universal ethics, within the framework of moral universalism, refers to a moral system that applies to all of humanity. It transcends personal whims and cultural differences, and is based on shared vulnerability and universal reasoning.
What are some examples of universal ethical principles?
Examples of universal ethical principles may include justice, fairness, and respect for human rights.
How can universalistic theory be applied in practice?
Organizations can apply universalistic theory by adopting HRMPs that are known to have a universally positive impact on performance, such as investing in employee training and development, empowering employees, and promoting internal recruitment.
Are there any limitations to universalistic theory?
While universalistic theory provides a valuable perspective on the relationship between HRMPs and organizational performance, it is important to recognize that there may be contextual factors that can influence the effectiveness of certain HRMPs.
Is universalistic theory widely accepted?
Universalistic theory is a contested theory, and there is ongoing debate among scholars and practitioners about its validity and applicability.