...Organizational Justice In today’s developing work life, organizational justice is increasingly important to the welfare of the organization, managers, and employees. Organizational justice shows how employees view the fairness of work-related issues in the workplace and the trust they have in the organization and its management. According to Burge, the study of organizational justice is important for three reasons: 1. Justice is a social aspect that strongly affects every-day life, whether it is social or organizational. 2. The most important asset of any organization is its members, and the manner in which they are treated influences behaviors such as commitment, trust, performance, and turnover. 3. Since the global workforce is becoming more educated and skilled, workers are demanding not only better jobs with better pay, but also more respect and dignity in their work environment. (as cited in Marjani & Ardahaey, 2012, p. 125) Some theorists such as Schmink, Cropanzano, and Rupp (as cited in Marjani & Ardahaey, 2012) have stated that organizational justice is influenced by the structure of the organization and that organizational structure, justice, and ethics are potentially related. The way organizational members view the justice and the fairness they receive from the organization will affect the way they work and interact with others in their group or team. These factors, in turn greatly affect the organization’s effectiveness and efficiency. Studies...
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... "this raises a question" "there is often disappointment with achievements in terms of substansive outcomes. Problems in translating equality policy into practice and delivering on outcomes are examined both in terms of difficulties in implementation and weaknesses in much of the prescription. 179 Equality and div is firmly on management agendas in a number of org 186 Encourage an organisation to adopt law = "penalty avoidance trough legal compliance sense of social justice or moral responsability key individuals in a org may be motivated by concerns for social justice In practice, altruistic considerations probably have most effective purchase when operating in combination... 191 As Humphries and Rubery note (1995: 13), "it is because the costs to firms seem immediate and palpable while the benefits are more distant and less easy to capture that individual initiatives may produce only slow and patchy changes". 192 Equality initiatives motivated by a search for organizational benefits can lead to the targeting of initiatives to reflect employer needs rather than the needs of the disadvantaged groups" about law "but limitations remain In term of risk of legal action and the penalties for discrimination the legal compliance threat has been generally weak in the UK. weakens its effectiveness 198 LIne management is often found to be a site of resistance to equality initiatives and, therefore, the current emphasis on devolving operational personnel activities...
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...Cost Cutting at Circuit City The demise of Circuit City as the number two consumer electronics outlet in the United States in November, 2008 was in microcosm what General Motors and the real estate market were to the country as a whole during the greatest economic collapse since the Great Depression. One could fault the velocity of economic decline as the primary catalyst causing Circuit City ultimately to decide that liquidation was the only viable option in the face of mounting losses, however there appears to be at least one highly publicized decision suspected to be a precipitator of failure – the firing of more than 3,400 established workers to make way for the hiring of lower skilled, lower paid replacements (Circuit City to fire more than 3,400 workers, 2007). Faced with mounting losses and stifling competition from competitor Best Buy, as well as lesser consumer electronic outlet competitors such as Wal-Mart and CompUSA (Rosenbloom, 2008), the Circuit City board of directors chose cost-cutting in human resources as the decision alternative best suited to regain a competitive footing (Circuit City to fire more than 3,400 workers, 2007). Against the backdrop of the Rational Decision-Making Model, the choice appears to have been made in a vacuum in that while problem definition may have been straightforward enough (loss of revenue, decreasing sales), one could reasonably question the rationality of the criteria used and the weights assigned to those criteria (Robbins &...
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...self-discipline. Alternative Views of Ethics Four views of Ethical Behavior: ♦ Utilitarian View- considers ethical behavior to be that which delivers the greatest good to the greatest number of people. ♦ Individualism View- is based on the belief that one’s primary commitment is to the long-term advancement of self-interests. ♦ Moral Rights View- it is which respects and protects the fundamental rights of people. ♦ Justice View- it is based on the belief that ethical decisions treat people impartially and fairly, according to legal rules and standards. • Procedural Justice • Distributive Justice • Commutative Justice • Interactional Justice Cultural Issues in Ethical Behavior Cultural Relativism- belief that is no one rights way to behave and that ethical behavior is always determined by the cultural context. Universalism- suggests ethical standards apply absolutely across all cultures. ♦ METHICS IN THE WORKPLACE ♦ Ethical Dillemas- is a situation that requires a choice regarding a possible course of action that, although offering the potential for personal or organizational benefit, or both, may be considered unethical. Some examples of Ethical Dillemas ♦ Discrimination ♦ Sexual Harassment ♦ Conflicts of Interest ♦ Product...
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...standard they would be if they went into the office. This constant level of work related stress and overload, the job is usually brought home. Corporate Culture “The often unspoken beliefs and values that determine the way an organization does things, the atmosphere that exists within it and the way people who work for it behave.” (2006) It is well stated in the Dictionary of Business that “The culture of an organization is often summed up as “the way we do things around here”. “Once established, organizational cultures often perpetuate themselves in a number of ways.” (Kotter, p3). Issues within organizations must be properly managed and developed to ensure the ideals of the organization are legal, ethical and moral. Social Justice “The primary ethical value that is served by sustainability is social justice, in particular, the value of avoiding unjust exploitation.” Social justice is defined as a standard of fairness in the society. The ideals and foundations of social justice and its supplemental theories are seeded from the “Marxist emphasis upon class and economic relationships with the inclusion of multiple axes of social differentiation.” (2009) Works Cited Bell, C. R. (2012). Work-life balance. Leadership Excellence, 29(4), 16-17....
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...THE IMPACT OF THE CHARITIES AND SOCIETIES LEGISLATION ON THE PROMOTION OF ENVIRONMENTAL JUSTICE IN ETHIOPIA By Gebremedhin Birega gbdagaga@gmail.com March 2014 Addis Ababa Ethiopia 1 Abstract Civil Society Organizations (CSOs) in general and environmental CSOs in particular, have been playing considerable constructive role in the nation building efforts in Ethiopia. However, all their contributions are not wholeheartedly accepted by the government. In 2009, the government introduced a new law overtly presented to register, administer and create an enabling environment for a more meaningful contribution of CSOs/NGOs. Nevertheless, it has been argued that the introduction of the new law further weakened the already young and inexperienced CSO/NGO sector in general and those engaged in environmental justice in particular. The main objective of this paper is therefore to assess the impact of the legislation on NGOs/CSOs engaged in environmental justice mainly in: limiting areas of intervention; affecting access to foreign funds and other forms of support to undertake mandated tasks; retaining competence including knowledge and skills; making government answerable to felt needs of the society; advancing meaningful networking among CSOs at national, regional and global level on environmental policy reform issues; downsized change in amount of budget and skilled staff; engaging in research undertaking; conducting quality monitoring and evaluation activities. Based on...
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...Management Of Ethics And Corporate Social Responsibility Issues In Public Relations INTRODUCTION At multiple points in their careers, public relations (PR) practitioners are likely to face decisions that are ethical in nature. Such decisions reflect a range of ethical dilemmas between, for example, truth vs. loyalty, justice vs. mercy, short-term vs. long-term consequences, and the individual vs. the collective (Kidder 1995, p. 18; Stacks & Wright 1989, pp. 53-67). Public relations practitioners, by nature of their position and job responsibilities, are often in a crossroad of a range of competing interests. Often, the tension may be between the practitioner’s own values and the culture of the organization. In other cases, it may be a conflict between the practitioner’s professional code of ethics and organizational norms and expectations. In yet other circumstances, they may be faced with competing interests between the organization and its various publics. At the very least, practitioners will frequently confront contradictions between business demands for economic performance and public expectations for ethical conduct. Concerns over these competing responsibilities and the ethical dilemmas they produce for public relations are the subject of this essay. In it, a range of challenges faced by public relations practitioners related to issues of ethics and corporate social responsibility (CSR) are explored. It is argued that CSR has, in many respects, altered the expectations...
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...be sustained or compliance must be appropriated if a company will maintain its ethical standards. This is easy in situation where there is “a relatively straightforward task for businesses to agree upon…These legal principles become the blueprints as a company develops, implements, and assesses its ethics and compliance program. However, where the standards are not clear…it is more difficult to articulate baseline standards. ” (Dubinsky & Richter). But many companies do better where there is a clear standard for measuring the standards of the organization. The company that I am writing about has a way of monitoring ethics and integrity in the organization. This is done through several standardized channels put in place through the organizational structure. First, the company makes the use of the global international benchmark as a tool for providing necessary blueprint on which to live by. These benchmarks “presents a set of universal standards that describe what it takes for an ethics and compliance program to be effective and successful. This benchmarking tool, … permits organizations to review and evaluate what they are currently doing in terms of ethics and integrity...These benchmarks have worldwide and...
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...Home | Contacts | Feedback About DEI * Background * Staff Organisation * Permament Secrerary's Office * Legal Department * Ethics Education * Finance and Administration IAF Resource Center Legal Department The Legal Department is the policy arm of the Directorate for Ethics and Integrity. Its main objective is to strengthen the Legal and Policy framework to fight corruption and rebuild ethics and integrity in Uganda. With regard to the coordination role, the Legal department is responsible for tracking the enforcement of anti- corruption policy and laws. This exercise is expected to ensure compliance and to enable the identification of challenges that law enforcement agencies face during enforcement and, also a mechanism to identify lacuna in the existing law and, new and emerging issues in the fight against corruption that would require new legislation. Functions of the Department * To Provide legal counsel to the directorate on matters related to the fight against corruption and ensuring ethical governance * To review existing anti- corruption legislation and policy, with a view to proposing ammendments * To identify new and emerging issues in the fight against corruption and develop new legislation or measures to address the same * To ensure compliance with anti- corruption laws and policy by monitoring their implementation * Ensuring that Uganda's legal and policy frame work is in harmony...
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...There are many reasons why implementing the Consensual Relationship Agreement into the workplace policy and guidelines of any job is important. There are also many opinions on why this policy is unnecessary, and can give the vibe of invading one’s personal space. Implementing such a policy will allow for the company to have a surety in place, so that the company is safe from lawsuits, and being solely liable for any mishappenings of those involved. Implementing these types of policies may also convey the sense of fairness to all. There are two ethical principles: sexual harassment, and stakeholder responsibility, that I feel are major aspects on the whys and the hows of the Consensual Relationship Agreement. There has been endless episodes of romance and dating at the workplace. Most businesses were off-hands when it came to the matters of love and dating on the job. “The issue is not going away”, says Helaine Olen, coauthor of Office Mate: The Employee Handbook for Finding --- and Managing--- Romance on the job (Adams Media, 2007). It is really vital for those in leadership positions to accept the likelihood of romance and dating at the workplace. It is also crucial for there to be some sort of policy and procedure in place, to be prepared to deal with any happenings, dealing with the aftermath of these said relationships. If they tried to forbid the dating it was like using reverse psychology. The more it is forbidden, the more likely, one is to partake in it, just to be...
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...Contents Organizational justice: 1 1: Distributive justice: 1 2: procedural justice: 2 3 interactional justice: 2 Importance of organizational justice: 2 CONDITIONS OF ORGANIZATIONAL JUSTICE IN PAKISTAN 3 Organizational citizenship behavior: 3 Definition and concept: 3 Kinds of organizational citizenship Behavior: 3 Altruism: 3 Conscientiousness: 4 Civic virtue: 4 Importance of organization citizenship behavior: 4 Organizational justice: Organizational justice shows the thinking of the employees that are working in the organization how they are being treated fair or unfair. Organizational justice word was first used by green burg (1987) which reflects the behaviors of individuals towards fair practices in the organization. Justice define the action or judgement that is ethically and properly right in terms of injustice we can take an example of a women doing the same job as a man can do but getting the low salary. This play an important in role in making organization reputation and their working environment. Their behaviors are also associated with their working environment, and the main thing the job satisfaction and their attitudes towards the company development if organizational justice is not there in any organization their overall working environment and all the things are being disturbed, turnover is on high and the workers who are worthy will leave the organization and organization have really impact of it and there will be the culture...
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...Concerning as one of the most salient issues amongst organizations is performance management issue. Increasingly, researches have indicated that many problems have triggered whilst the systems are implemented. The noticeable performance reward issue is the recognition fairness of the performance reward systems. According to CIPD Employee Outlook Survey (2013), employees are experiencing the unfairness every day in the workplace and 20 per cent of this perception emerged from problems related pay which was ranked the first in the survey. The state of feeling of being treated unfairly is corresponding to lowered job performance, withdrawal behaviors, decreased co-operation with co-workers, and reduced work quality (Cropanzano and Greenberg 1997; Folger and Cropanzano 1998). A voluminous body of literature suggests that the perception of fairness, integrity and sensitivity will respond with high engagement, and a increase in productivity (CIPD, 2013). Since 1990s, the recognition of fairness has been brought to the attention of managers and deeply discussed then. Adding value to this concept is the study of Dr.Koonmee, which was conducted in two Thailand parliament secretariat offices in 2011. Notwithstanding its undeniable advantages, the research hardy avoided limitations and drawbacks. Thus, this review will briefly examine and discuss the article from diverse perspectives to gain the whole picture of fairness influencing on incentive satisfaction. Despite to what extent...
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...Introduction: This case study is based on Ashraf Silk and General Mills (ASGM). The case study mainly focuses on how the organization is run and its major operations. The most crucial part of the case study is based on the employees at ASGM and the case will be analyzed in relation to the employees and their employers. The case study is based on a case from Gujranwala where approximately 10,000 weavers were working in over 1,000 textile weaving plants. The market of weaving industry was highly competitive and there was always a fear of losing weavers because their demand was greater than the supply, and hence the labour turnover rate in the weaving industry was very high. In ASGM, on average every two out of twelve weavers left every month according to an estimate by Fawad. This figure was particularly better than what it was in other organizations since ASGM had a good reputation with regards to weaver retention. This particular information will help in identifying the core issues that existed within the organization and the industry as a whole and then a solution will be devised keeping in consideration these on-ground realities such as labour turn-over rate and the need for keeping the employees motivated in the long run. The Core Issues: Considering the fact that the weaving industry was very competitive, keeping weavers motivated so that they did not leave made for an important part of every weaving organization‟s manager or head including ASGM. The weavers knew that they...
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...Social Justice This week, I explored the role of leaders in creating team trust and social justice. At some point, the team exists as a part of a larger organization and success or failure of the team can be affected by the organization’s culture within which it resides. Hegtvedt (2004) refers to distributive justice as encompassing the distribution of both benefits and burdens to the members of a group. Hegtvedt (2004) discussed three fundamental questions: “What is justice?” “Why do people differently perceive injustice?” and also, “How do people respond to perceived injustice?” Justice can actually be comparative and proportional. People desire their outcomes to be positive, referring to rewards, honors and prestige along with being in proportion to their contributions of efforts, abilities and expertise. Individuals and groups also compare their outcomes and measure their contributions with others. This will ultimately affect whether they perceive the distribution as just or unjust. Tyler, Dienhart, and Thomas (2008) state “outcome fairness is determined by what people think they deserve.” Many professionals, political scientists, psychologists, social psychologists, sociologists, and others offer a variety of theoretical ideas to address justice analysis. Justice theory and research apply to many diverse social domains, with a heavy focus on interpersonal dynamics and organizational policies. Within an organization, the application of distributive justice principles...
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...Injustice in Workplace and its Impact on Organizations Justice is the wide concept that could be seen or not in many aspects of life, in courts, in countries, between families, or even at workplace or many others. From a business point of view, in which justice might be at any type of private or governmental organizations, employees might face different kinds of unfair treatment based on different reasons. According to Duan, Lam, Chen, and Zhong this is part of what is known as the “ Leadership Justice.” (1288) Which is the part of justice that focused on the rights of employees and how to apply inside organizations. Leadership Justice includes three types of Justice. The first type is the distributive justice, which happens when employees earn what equals their tasks. The second one is the procedural justice, which happens when management makes fair decisions and hears from them. And the third type of justice is the interactional justice, which occurs in the fair personnel treatment in the organization’s laws (Tjosvold, Wong, and Wan 636). Any defect in these kinds of leadership justice may cause many negative consequences, which may reflect on employees’ performance as well as the company performance. Meanwhile, in the organizations whose employees receive fair and unbiased treatment, the results are very positive for work environment and productivity. This paper is to discuss the unfair employees’ treatment in workplace, the negative results of leadership injustice, and the...
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