Ch. 11 Flashcards
Organizational Justice
justice composed of organizational procedures, outcomes, and interpersonal interactions
Distributive Justice
perceived fairness of allocation of outcomes/rewards to organizational members; Equity norm (deserves); Need norm; Equality norm (same across board)
Procedural Justice
Perceived fairness of process by which rewards are distributed; linked to layoffs and self-esteem
Voice: possibility of influence/expression of objection
(policies)
Interactional Justice
sensitivity with which employees are treated; linked to extent they feel respected (Informational/interpersonal)
(Interactions)
Deontic Justice
based on what the correct moral course of action is
Perceptions of Justice & Performance Evaluation
Perceived to be fair if evaluation was carried out well (procedural justice)
Feedback process important to determine feelings of justice
Performance management
-gathered info carefully, opportunity to discuss/disagree; supervisor familiar and consistent-
Perceptions of Justice & Recruitment/Selection
Can effect: acceptance of offer; reputation of organization; litigation
If perceived to be treated unfairly, they may reject job offer and possibly suing
Perceptions of Justice lead to
extra effort; feelings of inclusion/contribution
Affirmative Action
provides specific mechanisms for reducing under-representation of particular demographic group
Attitudes & Affirmative Action
Associated with perceptions of fairness; African Americans & Women & Liberals have more positive attitudes
Strength of AAP influence attitudes (stronger program, stronger attitude)
Diversity
differences in demographic characteristics, values, abilities, interests, and experiences
Leader
individual given task of directing task-relevant group activities
Manager or supervisor
deals with what is to be done
Leader Emergence
characteristics of individual who became leader, examining basis on why
Leadership effectiveness
which behaviors on part of leader led to good outcome
