175345 Exam Q5&6 Distributive and Procedural Justice

In relation to the *voice* in procedural justice, what should organisations have specified?

Channels and Mediums where employees are able to register objections about policies or events.

What does the perception of fairness rely on?

Cultural influences

What is the basis of the *Equality Norm* within distributive justice?

Everybody gets the same reward regardless of effort

What is the basis of the *Need Norm* within distributive justice?

Everyone receives rewards in proportion to their needs

What is distributive justice?

Focused on outcomes (who gets what) To what degree the allocation of outcomes or rewards to organisational members is perceived as fair.

What does procedural justice violations lead to during a downsizing?

Negative perceptions of and consequences for the organistion as it affects: - Job satisfaction - Organisational Commitment - Intentions to Quit - Trust

What do individuals compare in relation to distributive justice?

individuals compare what they get to what they expect to get

What is an important aspect within procedural justice?

*VOICE* Employees are entitled to a fair reward distribution process but also should be able to register objections to the process.

What is procedural justice?

*process of distributing rewards* perceived fairness of the process used to determine the distribution of rewards

Examples of bad distributive justice violations?

- CEO earning $200m 'appreciation award' bonus and then pressured to resign. - College president purchasing lavish personal items with university money.

In the context of procedural justice, what is considered cheaper than replacing employees or dealing with high absenteeism or low productivity ?

- High quality communication - Empathy

What is sustained and raised in the context of procedural justice if it is fairly implemented?

- Work life balance - Stress - Organisational Commitment - Job satisfaction - Trust

What are the three different forms/norms of distributive justice?

1. Merit or Equity Norm 2. Equality Norm 3. Need Norm

What are ways in which employees can try to protect their self esteem in relation to procedural justice?

By blaming it on the unfairness of the process e.g. - If the process was considered procedurally fair and the outcome for the employee was positive, than self esteem would rise. - Contrarily, if the process was considered procedurally fair and the outcome for the employee was negative, then self esteem would reduce. so unfair procedural justice can insulate the employee from considering own shortcomings, performance or qualifications.

What does the bad examples of distributive justice violations highlight?

The importance of authentic and trustworthy leaders

What is the concept of the *voice*? within procedural justice

That an individual has the possibility of influencing a process or outcome

What happens if the employee perceives the organisational workplace as fair and just?

The employees will work harder to accomplishing organisational goals.

What is the single most important determinant of positive perceptions of a procedural justice process in the context of downsizing?

The opportunity to have input into the reorganization process (have a *voice*)

What is the basis of the *Merit or Equity Norm* within distributive justice?

The people who work the hardest or produce the most should get the greatest rewards

When can *voice* channels and mediums be useless in procedural justice?

When employees aren't aware of them or don't know how to access/use them. Or if they know that their objections won't even be considered.