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Organizational Justice (Creation (Selection: positive job candidates…
Organizational Justice
Definition
Subjective and descriptive concept
Personal evaluation
Managerial conduct
Importance
Favorability vs Justice
Three reasons
Long range benefits
Control model
Social considerations
Group value model
Sense of belonging
Ethical considerations
Three components of justice
Distributive justice
The justice of outcomes
Equity
Equality
Need
Use different rules separately or together in different contexts
Procedural justice
The justice of formal allocation processes
Consistency
Lack of bias
Accuracy
Representation of all concerns
Correction
Ethics
Interactional justice (how one person treats another)
Interpersonal justice
Informational justice
Trained leaders matter
Working together
Only by getting one component, something good will happen
Impact
Build trust and commitment
Improve job performance
Foster employee organizational citizenship behaviors
Go beyond the call of duties
Build customers satification and loyalty
Creation
Selection: positive job candidates
Interview questions and screening tests
Opportunities
Justice paradox
Reward: Justly balancing multiple goals
How to pay fairly by using three components
Conflict management: you don’t have to win
Layoffs: softening hardship
How to release the unfair feelings of faired people
Performance appraisals: keeping score fairly
Adequate notice
Just hearing
Judgement based on evidence