Chapter 7

Procedural Justice

-Defined as the perceived fairness of the process and procedures used to make allocation decisions

Inputs

-Education/training, skills, creativity, seniority, age, personality traits, effort expended, and personal appearance

Equity Relationships

-Equity -Positive inequity -Negatieve inequity

Goal Commitment

-Extent to which an individual is personally committed to achieving a goal

Sensitives

-Individuals who adhere to a strict norm of reciprocity and are quickly motivated to resolve both negative and positive inequity

Management by Objectives

-Management system that incorporates participation in decision making, goal setting, and objective feedback

Equity Theory

-Model for motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

Nagative Inequity

-Occurs when comparison person enjoys greater outcomes for similar inputs

Positive Inequity

-Occurs when one's outcomes to input ratio is greater than that of a relevant coworker

Action Plan

-Outlines the activities or tasks that need to be accomplished in order to obtain goal

Outcome

-Pay/bonuses medical benefits, challenging assignments, job security, promotions, status symbols, and recognition

Benevolents

-People who have a higher tolerance for negative inequity

Entitleds

-People who have no tolerance for negative inequity

Instrumentality

-Performance to outcome perception

Interactional Justice

-Quality treatment people receive when procedures and implemented

Equity Sensitivity

-Reflects an individuals's different preferences for, tolerances for, and reactions to the level of equity associated with a given situation

Organizational Justice

-Reflects the extent to which people perceive that they are treated fairly at work

Distributive Justice

-Reflects the perceived fairness of how resources and rewards are distributed or allocated

Expectancy

-Represents an individual's belief that a particular degree of effort will be followed particular level of performance

SMART Goals

-Specific -Measurable -Attainable -Results oriented -Time bound

Valence

-The positive or negative value people place on outcomes

Goal Specificity

-The quantifiability of a goal

Expectancy Theory

-Theory that says people are motivated to behave in ways that produce desired combinations of expected outcomes

Vroom's Expectancy Theory

-Theory that states the strength of a tendency to act in a certain way depends on the strength of an expectancy that the act will be followed by a given consequence (outcome) and on the value or attractiveness of that consequence (outcome) to the actor

Goal

-What an individual is trying to accomplish; it is the object or aim of an action