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equity & diversity > L2: perspectives on justice > Flashcards

L2: perspectives on justice Flashcards

1
Q

what is organizational justice?

A

personal evaluation about ethical & moral standing of managerial conduct

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2
Q

what are 3 prominent types of justice?

A
  • distributive justice
  • procedural justice
  • interactional justice
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3
Q

define distributive justice

A

perceived fairness of the allocation of outcomes

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4
Q

define procedural justice

A

perceived fairness of the procedure associated w outcome distributions

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5
Q

define interactional justice

A

perceived fairness of interpersonal treatment from those administering the procedures used to arrive at certain outcomes

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6
Q

what was the historical development of the 3 dimensions of organizational justice like?

A

1950s-1975 distributive justice wave: focus on allocation of outcomes
1975-1995 procedural justice wave: focus on procedures leading to outcomes
from 1985 interactional justice wave: focus on interpersonal aspects
from 1985 integrative wave: combining the 3 aspects of organizational justice

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7
Q

what is the 5 step process of distributive justice?

A
  1. distribution of outcomes
  2. comparison of outcome-input ratio to referent otherr: u compare the ratio of outcome and input of yourself to others
  3. perceived equality/inequality
  4. if perceived as inequality then it leads to a feeling of distress
  5. behavioural & cognitive equity reduction strategies
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8
Q

what theory is prominent in the distributive wave?

A

equity theory

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9
Q

what can ppl do when confronted w inequity?

A
  • show less organizational citizenship behaviour
  • reduce input
  • raise outcomes
  • raise inputs of the other
  • reduce outcomes for the other
  • distort perceptions
  • change referent
  • leave the situation
  • ask for a pay raise
  • ask a colleague to work harder
  • ask ur boss to pay the other less
  • attach less value to the rewards
  • compare yourself w someone else
  • resign
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10
Q

what are contextual moderators that make us see an inequity situation differently?

A
  • procedural justice: when procedures leading to outcomes are perceived as fair, it would help ppl accept the outcome
  • relation to referent other: do we like the other person?
  • time: the strategies to reduce inequity may be different in the short term than in the long term
  • presentation of outcomes: when looking at input/outcome per outcome, theres greater emphasis on equity than when looking at a “full package”
  • culture: in some cultures more sensitivity to inequity than others
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11
Q

what are the 3 types of attitudes towards inequity?

A
  • benevolent: someone who would prefer/tolerate being underpaid
  • equity sensitivies: someone who prefers equity
  • entitled: someone who prefers/tolerates being overpaid
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12
Q

what are allocation norms?

A

social rules that specify criteria that define certain distribution of rewards & resrouces as fair & just

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13
Q

what are 3 different allocation norms?

A

allocation based on:
- equity: everyone gets what they are entitled to according to their contribution
- equality: everyone gets the same
- needs: everyone gets what they need

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14
Q

when is allocation fair?

A

when the norm fits to your goals
goals can be:
- improving solidarity/group cohesion -> equality
- improving productivity -> equity
- improving personal prosperity & dev -> need

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15
Q

what are the 6 rules in procedural justice?

A
  1. consistency
  2. bias suppression
  3. accuracy
  4. correctability
  5. representativeness
  6. ethicality
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16
Q

what is the consistency rule in procedural justice?

A

procedures should be consistent across time & people, they cant keep changing

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17
Q

what is the bias suppression rule in procedural justice?

A

procedures should be unbiased, they cannot favor some groups over others

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18
Q

what is the accuracy rule in procedural justice?

A

procedures should be based on “rules”, valid and complete info

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19
Q

what is the correctability rule in procedural justice?

A

procedures must include the possibility of correcting or reversing decisions if necessary

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20
Q

what is the representativeness rule in procedural justice?

A

procedures must reflect the main concerns, norms, values, and interests of those involved (process control)

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21
Q

what is the ethicality rule of procedural justice?

A

procedures must be in line w the fundamental, moral, and ethical values of those concerned

22
Q

according to leventhal, what is procedural justice?

A

a function of the extent to which a number of procedural justice rules are satisfied/violated

23
Q

what procedural justice wave rule is most relevant in organizational justice systems where theres a lot of focus on voice (in voice vs choice)?

A

representativeness is central here!

24
Q

what main idea is central to interactional justice?

A

individuals are sensitive to the quality of interpersonal treatment they receive

25
Q

what are the 4 main consideration of interactional justice?

A
  • truthfulness: open, honest communication when implementing decision making
  • justification of outcome distribution: adequate explanations about outcome distributions
  • respect: polite, w dignity
  • propriety: non biased comments
26
Q

what did field research by greenberg on interactional justice show?

A

factory 1: no income reduction
factory 2: income reduction, adequate expalantion
factory 3: income reduction, non adequate explanation

theft & turnover were highest in 3 and lowest in 1

27
Q

what are the 2 types of interactional justice?

A
  • informational justice: truthfulness & justification of outcome distribution
  • interperesonal justice: respect & propriety
28
Q

what is the referent cognitions theory?

A

the process of comparing what happened to what might have happened
- focus on anger in reaction to perceieved injustice: anger will happen when there is a high referent outcomes (distributive justice concerns), low improved likelihood and low justification (procedural & interactional concerns)

29
Q

what is the goal of social justice?

A

full & equal participation of all groups in a society that is mutually shaped to meet their needs, that includes the equitable distribution of resources, and where all members and physically and psychologically secure

30
Q

what is equity?

A

equal treatment or different treatment that is “considered equivalent in terms of rights, benefits, and opportunities”

30
Q

what are EDI scholars ideas on equity?

A
  • the playing field is not level (so same inputs do not necessiraly lead to same outcome
  • there are many additional constraints on the inputs different groups are able to fofer (ex: cultural context historically putting groups in disadvantage to fully participat)
31
Q

what is diversity climate?

A

employee behaviours and attitudes that are grounded in perceptions of the organizational context related to women and minorities
its the conceptualization of diversity management
diversity management -> diversity climate -> minority employees outcomes

32
Q

what 4 concept are related to diversity climate?

A
  • organizational commitment
  • turnover intentions
  • psych contract violation
  • racial awareness
33
Q

define organizational commitment

A

the relative strength of an individual’s identification with and involvement in a particular organization

34
Q

define turnover intentions

A

intentions about wanting to leave the company

35
Q

define psychological contract violation

A

expected social exchange relationships between employees and their organization

36
Q

define racial awareness

A

the centrality of racial group memberhsip and the related knowledge & concern about race related issues and events

37
Q

how are conventional views on justice different from the EDI views?

A

EDI utilizes existing conventional perspectives, but the focus is primarily on need-based allocation norms (equity) and addressing potential issues w procedural justice

38
Q

what was the purpose of buttner’s diversity study?

A

investigates
- effect of organizational diversity climate on the outcomes of professional employees of colour
- how interactional & procedural justice moderate and mediate these effects
- effect of racial awareness on perceptions of psych contract violations

39
Q

what was the design/methodology of buttner’s diversity study?

A

survey of 182 professionals of coloru to assess their perceptions of diversity climate, interactional and procedural justice, organizational commitment, turnover intentions, and psych contract violations

40
Q

what was buttner’s key finding regarding the impact of diversity climate?

A

a fair diversity climate sig enhances organizational commitment and reduces turnover intentiosn for employees of coloru

41
Q

what was buttner’s key finding regarding the moderating role of justice?

A
  • interactional justice: although it positiviely influenced organizational commitment & turnover intentions, the interaction between diversity climate and interactional justice did not produce sig effect
  • procedural: moderate relationship between diversity climate & organizational commitment
42
Q

what was buttner’s key finding regarding the mediating role of justice?

A
  • interactional: partially mediated relationship between diversity climate and both organizational commitment and turnover intentions
  • procedural: mediated relationship between diversity climate and organizational commitment but not turnover intentions
43
Q

what was buttner’s key finding regarding racial awareness?

A
  • employees w high racial awareness were more sensitivte to the fairness of the diversity climate
  • a fair diversity climate resulted in lower perceptions of psych contract violations among racially aware employees
44
Q

what were Buttner’s research limitations?

A
  • conducted within single US industry
  • w cross sectional survey
  • some racial groups were small
    so results may not be generalizable
44
Q

what are the practical implications of Buttner’s research?

A
  • emphasize importance of maintaining a fair diversity climate and ensuring just organizational practices to retain professionals of color
  • managers should focus on improving both interactional and procedural justice to foster organizational commitment and reduce turnover
45
Q

what is the conclusion of Buttner’s study?

A

a fair diversity climate & organizational juustice are crucial for improving outcomes for professionals of colour
organizational efforts to ensure fairness, especially in diversity policies & justice practices, can help attract and retain a diverse workforce

46
Q

how does organisational justice differ from philosophical perspectives on justice?

A

organizational justice focuses on individual’s perceptions of fairness rather than on absolute standard of what is just
so subjective nature
this means that effective management requires understanding employees’ views and feelings regarding fairness

47
Q

what are 3 reasons why employees care about justice?

A
  • long range benefits: justice provides predicatbility about future treatment. fairness enhances trust & satisfaction, leading to better job performance
  • social considerations: being treated justly fosters a sense of belonging and value within the organization
  • ethical considerations: value justice as a moral imperative & witnessing unfair treamtent can lead to stress and calls for retribution
48
Q

according to cropanzana, what specific areas need to be handled in a ‘just” way in an organization?

A
  • selection procedure
  • reward systems
  • conflict management
  • layoffs
  • perfromance appraisals

equity & diversity (6 decks)

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