Chapter 11: Promoting Fairness and Trust

Forms of Justice:

- Distributive - Procedural - Interpersonal - Informational

Key Contingency: Ability versus Integrity

- Trust can be repaired more readily after an ability violation Integrity-related transgressions are seen as signaling one's true character so are difficult to overcome - Apologies are generally more effective in addressing ability violations (because trustors assume the deficiency can be fixed) - Denials are generally more effective in addressing integrity violations (because acknowledgement of guilt is so damaging)

Tactics for Repairing Trust: Verbal Responses

- apology - excuse - promise - denial - reticence

Tactics for Repairing Trust: Substantive Responses

- penance - reparations - monitoring systems

Key Contingencies

- task interdependence - skill differentiation - intrateam trust dispersion

Trust leads to better team performance when...

- task interdependence is high - skill differentiation is high - trust dispersion is low

Team Processes

- team monitoring - team effort

Actions that signal trust

-Asking employees for help with important tasks -Relying on employee input to make decisions -Tapping internal expertise -Developing employees to prepare them for future promotions -Sharing important information

Actions that signal a lack of trust

-Excessive use of rules and policies -Surveillance systems (e.g., video recording) -Hiring managers externally rather than promoting from within -Hiring external consultants to solve problems that internal people feel qualified to solve

Key Contingency: Guilt versus Innocence

-if innocent, then deny -offer exonerating evidence if available - false denials are not recommended (a false denial is inherently unethical "normative consideration" and proof of guilt is often revealed eventually "practical consideration")

Interpersonal trust involves what two parties

-trustor -trustee

Propensity to Trust

a general willingness to trust others, regardless of social and relationship-specific information

Trust

a psychological state comprising the intention to accept vulnerability based on positive expectation of the intentions or behaviors of another

Reparations

a response in which the trustee offers to compensate the victim

Penance

a response in which the trustee offers to pay a personal price

Excuse

a self-serving explanation, or account, that aims to reduce personal responsibility for an event

Reticence

a statement in which the accused party explains that he cannot or will not confirm or disconfirm the veracity of an allegation (common example: "no comment")

Apology

a statement that acknowledges responsibility and regret for a trust violation

Denial

a statement that declares an allegation to be untrue

Organizational Retaliation Behaviors

adverse reactions to perceived unfairness by disgruntled employees toward their employer

Promis

an assertion designed to convey positive intentions about future actions

Trust repair

encompasses those activities in which a trustee seeks to restore the willingness of the trustor to be vulnerable in the future

Monitoring Systems

include policies or procedures that are implemented to ensure future trustworthy behavior on the part of the trustee

Counterproductive Work Behaviors

intentional behaviors that hinder organization goal accomplishment and include poor attendance, tardiness, and substance abuse

Intrateam Trust

referes to shared generalized perceptions of trust that team members have in their fellow teammates

Informational Justice

refers to perceptions of fairness of information provided by leaders during the decision-making process, including whether this information is clear, thorough, and truthful

Distributive Justice

refers to perceptions of the fairness of outcomes received, such as pay, rewards, and promotions.

Interpersonal Justice

refers to the perceptions of fair treatment by authority figures, including being treated with dignity and respect

Procedural Justice

refers to the perceptions of the fairness of decision-making procedures used to determine outcomes

Perceived Ability

the belief that a trustee possesses the technical and interpersonal skills necessary to do a job

Perceived Benevolence

the belief that a trustee wants to take care of the trustor or do good things for the trustor, aside from any egocentric profit motive.

Perceived Integrity

the belief that the trustee adheres to a set of principles that the trustor finds acceptable

Task Interdependence

the degree to which team members must rely on each other to complete their tasks

Skill Differentiation

the degree to which teams consist of members with specialized knowledge or skills

Team Effort

the extent to which team members devote their resources, such as energy and time, to executing the team's tasks

Intrateam trust dispersion

the extent to which team members differ in their level of trust for one another

The trustor's assessment of trustworthiness along these three dimensions then determines what

the extent to which the trustor will trust the trustee.

Organizational Justice

the field of research, focusing on fairness in the workplace

Trustor

the individual who trusts the trustee, who is the target of the trust

Team Monitoring

the process of observing actions of team members and watching for errors or performance discrepancies so that useful feedback can be provided