By deceptive promotional techniques, I mean practises that influence a company's readiness to pay for

its product in comparison to its competitors' products. As an example, misleading promotional methods
could include a corporation making false claims regarding the quality of its own products or the quality
of its competitors' products. The FTC, for example, claimed that Intel falsified performance benchmarks
to deceive consumers and give an inaccurate image of Intel processor performance when compared to
AMD CPUs. This answer demonstrates that false or truthful product promotion can boost competition
between sellers by pushing them to compete more aggressively for buyers who would otherwise
consider the two products to be near replacements.

While deception hurts misled buyers and hurts the deceptive firm's competitors, purchasers who aren't
deceived can benefit since deceit leads to reduced pricing for them. The underlying idea is that if sellers
can't price discriminate, they won't compete fiercely for buyers who see their products as close
substitutes for their competitors', because that would mean lowering prices for loyal customers with
more inelastic demand. Buyers who consider rivals' products to be close equivalents are frequently
targeted by advertising and promotion. When a seller's product's willingness-to-pay increases as a result
of a promotion, the seller may feel compelled to compete more aggressively for those purchasers. As a
result, the claim that misleading activities have no procompetitive basis is false.

Buyers who are not affected by the promotion gain because the campaign raises competition for those
who are. When a campaign is false, deceived purchasers suffer suffering as a result of the deception, not
as a result of the deception's harm to competition. Furthermore, this article clarifies assertions made by
groups of plaintiffs under state consumer protection acts that deceptive tactics cause all customers to
pay higher prices. The economic theory behind these arguments is that deceit, even of a small number
of consumers, artificially increases demand for the defendant's product, resulting in higher pricing for all
consumers.

Conclusion - Artificially inflating demand for some customers does not have to result in higher pricing
for all consumers. In reality, fooling some customers can result in reduced pricing for those who aren't
tricked. In some circumstances, this has ramifications for both class certification and damages
difficulties.

The role of HR in terms of ethical practice -

The influence of HR managers in an organization's ethical conduct can be seen at several levels:

 in the development of a moral corporate culture

 in the hiring of employees who will set the organization's ethical tone and support its ideals and
ethical climate.
 When an ethical dilemma arises, be proactive in resolving it.
 in coping with the fallout from an ethical disagreement

The first two can help to reduce the chances of ethical issues developing in the first place. Once ethical
conflict has arisen, it can lead to the distortion of facts by the parties involved to protect vested
interests, the avoidance of involvement by witnesses for fear of reprisals or jeopardising their own
relationships with one or more parties, and the abuse of power in the conflict's outcomes. HR managers
may assist in ensuring that organisations operate with due regard for fairness, integrity, and justice,
both in preventing ethical issues from emerging and in resolving them if they do.

When dealing with ethical issues, HR managers must recognise the complexity involved, minimise
escalation, and guard against the emotional and reputational damage that can occur. HR managers must
also have a worldwide perspective on ethical concerns, which is becoming increasingly relevant.

Furthermore, HR managers can improve their ethical judgement by honing their ethical reasoning skills
and applying methodical analysis. Professors Patrick E. Murphy and Gene R. Laczniak, both experts in
marketing ethics, established a seven-step process for systematically analysing any ethical problem or
scenario, using an ethical protocol to specify an ethical issue and ethical reasoning to arrive at a
confident ethical judgement. The process begins with ethical awareness and sensitivity (Step 1), then
moves on to identifying ethical dilemmas or questions (Step 2), and articulating the decision's
stakeholders (Step 3). (Step 4) involves choosing an ethical theory or set of criteria, Step 5 involves
describing options and doing an ethical analysis, (Step 6) involves making and justifying a decision, and
Step 7 involves monitoring the decision's outcomes (Step 7).

The seven-step method can be applied to a variety of situations and can assist HR managers in preparing
to intervene in or deal with the fallout from major ethical issues.