Perceptions of justice Flashcards
What is organisational justice?
Referred to organisational activities relating to the distribution of the organisation’s resources and rewards.
This includes goods such as wages and salaries, jobs and promotions, and incentives and bonuses, while conditions can include favourable/unfavourable treatments, training opportunities and status.
What are justice judgements?
Evaluations about fairness made by people.
What does justice deal with?
Deals with the notion of whether people feel that they have received their fair due in life. One’s sense of justice at work is likely to extend to many other factors of one’s life.
Work is a social activity, this influences of status in society, and our emotions and feelings of self worth. Feeling of being treated fairly or unfairly at work are likely to impact on our general feeling of wellbeing.
What is distributive justice?
This refers to the perceived fairness in the distribution of resources, especially in relation to effort and pay (equity theory).
This refers to “the distribution of the conditions and goods which
affect individual (psychological, social and economic) well-being”
Perceived unfairness could lead to poor work performance, high absenteeism rates, high staff turnover, and even an increase in industrial action.
Compare ratios with other employees.
Trade unions.
Based on three criteria:
– Equality: everyone gets exactly the same distribution
– Need: based on who needs it the most
– Equity: based on how much person contributes or invests
What are the two concerns of perceptions of justice on the basis of of equity in the principle of distribution?
The first concern relates to whether all parties agree that equity is the fairest basis upon which to make reward allocations.
The second concern that may emerge relates to what inputs and outputs each of the parties considers as valuable
What is procedural justice?
This refers to the perceived fairness of the processes and procedures followed in reaching certain decisions/outcomes.
A decision-making process will be regarded as fair if it offers individuals an opportunity to voice their concerns in an effort to influence the outcome.
Important criteria for a fair procedure includes:
-Consistency: applying the same procedures to all employees over time
-Bias suppression: the prevention of self-interest in the decision-making processes
-Accuracy: to base decisions on accurate information
-Correctability: to correct decisions if necessary
-Representativeness: all stakeholders concerned should be involved in the various processes of decision-making
-Ethicality: integrity (moral principles in the process)
Legislation such as the Employment Equity Act (no. 55 of 1998) and the Labour Relations Act (no. 66 of 1995) play an important role in this regard.
What is the difference between process control and decision control?
Process control refers to the individuals control over the actual decision made while decision control refers to the participants control over the actual decision made.
What is interactional justice?
To the manner in which procedures are implemented and outcomes are communicated to employees at an interpersonal level.
How employees are treated with politeness, dignity and respect by authorities in determining outcomes and the fairness of explanations provided for the decision made.
Important elements to interpersonal justice include:
-Neutrality: elimination of bias in terms of using facts and accurate information (openness and honesty)
-Trust: the degree of perceived fairness and compassion of the decision maker
-Standing: respect and courtesy shows the employee the decision maker values him/her as a person with certain rights
