Management is a key lever for guiding behaviour, structuring relationships within organizations and guaranteeing performance. In this context, the concepts of ethical management and social management occupy a central place. Although they share the same idea of humanist and responsible management, they have different objectives and principles.
Ethical management: values-based governance
Ethical management is based on the integration of moral values and ethical principles into decision-making and business conduct. It is not simply a matter of complying with the law, but of promoting practices aligned with principles such as fairness, transparency, responsibility and respect for stakeholders. Ethical management requires constant reflection on the impact of decisions, not only on economic results, but also on employees, customers, suppliers and society at large.
A concrete example of ethical management could be the implementation of clear anti-discrimination policies, or the refusal to contract with partners with dubious practices, even if this implies an economic cost. Ethics go beyond guiding behaviour in the name of universal values.
Ethical management is also distinguished by its individual approach. It seeks to empower managers and employees in their role as citizens within the organization. Put another way, it’s about doing the right thing, even when no-one’s watching.
Social management: an approach focused on collective well-being
For its part, social management is an approach that aims to improve the quality of life at work, strengthen social cohesion and foster employee commitment. This approach focuses on the social and human dimensions of the organization, with particular attention paid to the health, safety, inclusion and professional development of employees.
In concrete terms, social management translates into actions such as telecommuting policies, psychosocial risk prevention programs, and work-life balance support.
Social management is not just about ensuring a pleasant working climate. It also aims to transform professional relations into drivers of collective performance.
Fundamental differences: distinct objectives and logics
The main difference between ethical management and social management lies in their respective objectives and approaches. Ethical management focuses more on philosophical and moral principles and is often outward-looking (relations with society, the environment or customers), whereas social management takes a pragmatic approach, focusing on employees and their well-being.
Thus, an organization can practice effective social management while neglecting ethical dimensions (for example, by having respectful internal practices but adopting an aggressive, unethical business strategy). Of course, the opposite is also possible.
A necessary complementarity
In a responsible organization, ethical management and social management are not in opposition, but complement each other. Ethical management provides a moral framework and a long-term vision, while social management is rooted in concrete actions to improve working conditions. Together, they contribute to building high-performance, attractive and sustainable organizations.
For managers, it is crucial to navigate between these two dimensions, adopting practices that value individuals while respecting sound ethical principles. By combining these approaches, they reinforce not only internal cohesion, but also the reputation and legitimacy of their orga