Organizational justice Flashcards
Define organizational justice.
-individual judgments of fairness in organizations.
What is distributive justice?
-fairnes of outcomes.
What is procedural justice?
-fairness of processes and procedures.
-What is interactional justice?
-fairness of interpersonal treatment.
What are the three distributive justice allocation rules?
- equity or merit: based on contributions to performance
- Equality: equivalent for all
- need: based on demonstrable hardship
What are the six rules of procedural justice?
- applied consistenly
- based on accurate info
- free from bias
- all parties involved considered
- corrections for poor decisions
- consistent with prevailing ethical standards.
What is voice as it relates to procedural justice?
-having an opportunity to influence, challenge or object a process or an outcome.
What are two subcomponents of interactional justice?
informational: give explanations about procedures and outcomes.
- interpersonal: treat with respect, dignity, and politeness.
What are for rules interactional justice
- truthfulness
- explanations
- respect
- propriety.
Who are the sources(agents) of justice?
-organization, supervisor, coworkers, customers.
What are interpersonal justice and informational justice the strongest predictors of?
-OCB: interpersonal(.32); informational(.30); procedural justice(.23); distributive(.17)
What are the strongest predictors of takskperformance?
- distributive justice(.19) and procedural(.19)
- interpersonal and interactionl (.13 and .13).
What are asymmetric effects of justice and injustice?
- injustice has greater impact on emotions, thoughts and behaviors than justice.
- impact of negative events is stroner and lasts loner than the impact of positive events.
When do employees feel fairly treated?
- supervisor gathers info
- employee has opportunity to discuss
- employee has opportunity to disagree formally
- supervisor was familiar with the work.
- supervisor was consistent in his/her judgement standars.
What happens if selection procedures are not fair?
- valuable applicants may reject offers of employment.
- reputation of the organization may suffer
- legal problems.
How do you improve the selection process?
- selection techniques job related.
- candidates demonstrate knowledge and skill
- same selection procedure
- candidates provided feedback
- provide adequate info regarding selection process
- representatives are honest.
- representatives appear to be interested in the applicant.
What are examples of widespread bad news?
-denying a request, peformance evaluations, plant closings, layoffs, sales decrease, product quality problems, loss of a major customer.
What are directions of bad news delivery?
- downward to subordinates
- lateral to ppers
- upward to superiors
How do you deliver bad news?
-lower expectations in advance.
What to do when you have to deliver bad news?
- prepare for it
- deliver it effectively
- participate in activities that follow the delivery of bad news.
How to prepare to give bad news?
- give advance warning
- create paper trail
- build coalitions
- practice how you will actually deliver bad news
What should you do when you actually deliver bad news?
- think about the best timing.
- face-to-face delivery.
- face management and self[presentation
- account giving: give explanation and make excuses rather than justifications.
What is done in the post-delivery stage?
- engage in public relations
- provide an appeal procedure
- take care of recipients of bad news and organize parting ceremonies.
