Organizational Justice is the term used to define people's perception of fairness in an organization. The majority of studies on justice were conducted in the 1960's, but the majority of studies on justice in organizations have been published since 1990 (Charash 278). As it is a relatively newer field, it is surprising the number of studies that have been conducted, Charash mentions 400 studies and 100 theoretical papers. It is therefore obvious that it is an important topic in Business Management.
There are three main types of Organizational Justice; distributive, procedural, and interactional (Charash 278, Henle 248). Distributive justice emphasizes the perceived outcome of fairness, and is mainly related to the cognitive, affective, and behavioral reactions to particular outcomes. When an outcome is perceived as unfair, it will affect the employee's emotions and ultimately their behavior in relation to the organization. Distributive justice fails the measure the interpretation of the methods of an organization, it only addresses the outcome.
Procedural justice shifted the focus from emphasizing not only the outcome as with distributive justice, but rather the perceived fairness of the process by which the outcome was achieved. (Charash 280). It is simply defined as the fairness of the process by which outcomes are determined. ...
They are; (a) the consistency rule; (b) the bias-suppression rule; (c) the accuracy rule; (d) the correctability rule; (e) the representativeness rule; and (f) the ethicality rule. It is worth noting that perception of unfairness in an organization's procedure will result in reactions directed toward the organization as opposed to distributive justice, where the reactions will be directed toward the decision maker.
The third type of Organizational justice is interactional justice. Interactional justice pertains to the human side of organizational procedures (Charash 281). It is best explained as the way management is behaving toward the recipient of justice; it relates to the communication process between the source and the recipient of justice. Because interactional justice is determined by the interpersonal behavior of management's representatives, reactions are generally directed toward those individuals as opposed to the organization.
It is difficult to determine a measurement of the justice in an organization as the interpretations of justice are subject to an individual's opinion. However, there are some determining factors. Perceptions of justice are influenced by many different variables including (a) outcomes one receives, (b) organizational practices, and (c) characteristics of the perceiver (Charash 282). An organization can be perceived to be unfair if an individual receives an outcome that they perceive to be unfair (ie. Don't receive a promotion they feel they deserve). A set guideline or practice of an organization can be perceived as unfair, such as no health care until a year's employment. The perception of fairness is most drastically colored by the individual who is examining the judgment; if they expect health
Abstract: Perceived justice of an organization is central to the retention of quality employees. If there is no established trust or justice, employees will engage in an "us against them" mentality that is detrimental to their satisfaction and ultimately production at work…
With whom do you agree and why? Justice, as all social concepts, can have different aspects. The interpretation of justice within each era has been based on different criteria. In ancient Greece, justice was often related to the balance of power within the society.
The author states that having a good standard for judging right from wrong in an organization will entail acting in a fair and honest way towards an individual as well as making decisions towards a group. A manager who makes fair judgment will do activities like having a competition that is fair and honest and acting within the law.
The paper has been divided by sub headlines for the better understanding f the subject.
Reconciling peace and justice in the aftermath f a criminal regime invariably presents difficult choices that can be resolved only within the context f each historical experience.
Generic legal definitions of the concept of arrest asset it to be the deprivation of freedom, including the possible retention into custody, by a law enforcement authority. Section 29-06-01, NDCC defines arrest as follows:
Arrest, as defined in the preceding, may assume two forms, non-formal and formal.
CJS is practiced in law enforcement, in the criminal defence field and in private security organisations around the world. In some organizations, it is used informally as part of an investigator's work. In others, it is applied by uniquely trained personnel who are commonly called 'intelligence analysts', 'crime analysts', or 'criminal information analysts'.
This has paved way to increasing crime rates in the age group of below 18.
It is here, that one needs to sit back and contemplate on the ways and means to curb this rising delinquency rate. One of the best ways to exert a crease on such occurrences, is through education, Education helps refine children and their thinking processes.
Until modern times, the justice system can be said to have been particularly cruel to the offenders by denying them their rights.
One of the greatest challenges facing the criminal justice system today is to strike appropriate balance between the rights of victims and those of offenders.
This is one of the oldest and most famous classic quotations by Alexander Pope, an English Poet and Satirist that delve on the frailty of human beings giving in to susceptibility to commit mistakes. In the course of one’s lifetime, certain situations make it inevitable
Organizational justice also can be considered as a general idea, which generally refers a particular decision or action is fair or transparent or morally right. This essay will discuss several aspects of organizational justice.
There are different
3 pages (750 words)Essay
Get a custom paper written by a pro under your requirements!
Win a special DISCOUNT!
Put in your e-mail and click the button with your lucky finger
Apply my DISCOUNT
Got a tricky question? Receive an answer from students like you!Try us!
Didn't find an essay?
Contact us via Live Chat, call us at +16312120006or send an email to email@example.com