James Weber and Kohlbergs theory - Book Report/Review Example

The Moral Judgment Interview is the way in which Kohlberg’s theory is put into practice. This is shown well by the example of the Heinz dilemma where one was faced with a dilemma between the value of saving a life and adhering to the law and order. However, the baseline of the matter is what one should do in such a situation of a dilemma rather than what one would do since they appear to be in contradiction.Kohlberg’s theory on assessment of managers’ moral reasoning uses hypothetical situations when testing the practicability of the theory, which has several advantages such as; they can be easily understood by a wide range of people of different ages and classes, the hypothetical situation seeks to utilize their highest stage of moral reasoning since people do not often use their moral reasoning to the fullest.

However, this theory can also be criticized in the sense that more familiar dilemmas used by Kohlberg do not achieve high moral reasoning as compared to remote dilemmas. Secondly, the use of face to face interviews may be time consuming and managers may not be available due to their busy schedules hence written interviews would be better. Although oral interviews may also be advantageous since the interviewer gets firsthand information and there is clarity of issues as opposed to written interviews.

The latest version of Kohlberg’s scoring instrument, Standard Issue Scoring Method is his third version which has tried to find a remedy for the limitations.. Kohlberg’s theory on assessment of managers’ moral reasoning uses hypothetical situations when testing the practicability of the theory, which has several advantages such as; they can be easily understood by a wide range of people of different ages and classes, the hypothetical situation seeks to utilize their highest stage of moral reasoning since people do not often use their moral reasoning to the fullest.

However, this theory can also be criticized in the sense that more familiar dilemmas used by Kohlberg do not achieve high moral reasoning as compared to remote dilemmas. Secondly, the use of face to face interviews may be time consuming and managers may not be available due to their busy schedules hence written interviews would be better. Although oral interviews may also be advantageous since the interviewer gets firsthand information and there is clarity of issues as opposed to written interviews.

The latest version of Kohlberg’s scoring instrument, Standard Issue Scoring Method is his third version which has tried to find a remedy for the limitations displayed in the earlier version which are; finding a clear criteria for scoring the managers, improved definition of moral concepts in each stage of development, matching Kohlberg’s stages of moral development to interview judgment, different dilemmas being presented in different topics, the reliability of the scoring instrument, how to measure the quality of an idea brought in by a manager for its appropriateness and finally how to treat conflicting ideas from different parts of the interview.

An empirical examination was done to a number of managers to test the Kohlberg’s theory and it was concluded that the results