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The Management of Organizational Justice (What is organizational justice?,…
The Management of Organizational Justice
What is organizational justice?
Organizational justice—members’ sense of the
moral propriety of how they are treated—is the
“glue” that allows people to work together effectively
someone explain prescription vs description to me...is this important?
there is a difference between favorability (judgment of personal worth or value) and justice (judgment of moral propriety)
Why does justice matter to people?
long-range benefits: allows employees to predict and control outcomes they are likely to receive from the organization...provides a sense of certainty regarding future benefits
social considerations: group value model where employees feel respected and esteemed by the larger group
ethical considerations: its the morally appropriate way others should be treated; can occur even when employee witnesses harm and isn't personally wronged
Three Components of Justice
distributive
allocations/outcomes that some get and others don't; not all workers are treated the same
equity: rewarding employee based on contribution
equality: providing each employee same compensation
need: providing benefit based on personal requirements
procedural
appropriateness of allocation process
consistency: all employees treated the same
lack of bias: no person/group singled out for discrimination or ill-treatment
accuracy: decisions based on accurate information
representation of all concerned: appropriate stakeholders have input into a decision
correction: there is an appeals process or other mechanism for fixing mistake
ethics: norms of professional conduct are not violated
interactional
appropriateness of the treatment one receives from authority figures
interpersonal justice
informational justice: sharing relevant information with employees
The Impact of Organizational Justice
builds trust and commitment
improves job performance
fosters employee organizational citizenship behaviors
builds customer satisfaction and loyalty
How to Create Perceptions of Justice
selection procedures-how you treat employee during on-boarding can have ramifications later
the rewards system created should motivate individual performance and maintain group cohesion
handle layoffs with procedural and interactional justice to victims are less likely to derogate their former emloyers
performance appraisals: keep score fairly, give adequate notice, give a judgment based on evidence, allows for employees to have a just hearing with evidence