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The Management of Org Justice (Distributive Justice (Equity: rewarding…
The Management of Org Justice
Distributive Justice
Equity: rewarding employees based on contributions
Equality: providing each employee roughly the same compensation
Need: Providing a benefit based on one's personal requirements
We are interested in our outcomes relative to our inputs, but also in regard to someone else we consider similar to ourselves. If we deem the ratio to be fairly equal it is a just organization
when one is overpaid, it seems that one will work harder to bring the ratio into alignment
if you want to build individual motivation go towards equity, if group cohesion go towards equality.
Procedural Justice
Consistency: All employees treated the same
Lack of Bias: no discrimination or singling out
Accuracy: decisions are based on accurate information
Correction: there is an appeals process or other mechanism for fixing mistakes
Ethics: Norms of professional conduct not violated
Interactional Justice
Interpersonal justice: treating an employee with dignity, courtesy, and respect
informational justice: sharing relevant info w/ employees
effects of justice
builds trust and commitment
improves job performance
fosters employee organizational citizenship behavior
builds consumer satisfaction and loyalty
Building Justice into Management Systems
Positive job candidates
justly balancing multiple goals
you don't have to win
softening hardship: fair process effect in layoffs
keeping score fairly: a due process approach to performance appraisal