People are bound to feel like they are being treated unfairly if nobody communicates with them until it is too late. What is a Strong Performance Management Process? Retrieved from http://www.business-and-management.org/download.php?file=2012/7_1--15-28-Silva,Caetano,Zhou.pdf Date accessed: January 21, 2017. This continuous exchange of information shapes and reinforces employees’ collective perception of the In addition to rewards, managers should be sure to distribute tasks, attention, and feedback fairly. It is also critical that the process of rewards is transparent and explained, so that fellow employees can recognise why rewards are given. If you think you should have access to this content, click the button to contact our support team. Back to Basics: The relative importance of transformational and fair leadership for employee work engagement and exhaustion. 59 – 72.
A situation in which employees feel that they are not being treated fairly will result in lower productivity, lack of motivation, and negative relationships, which can lead to unethical behaviour or destructive practices. Managers and employees need to keep an open channel of feedback, in which either side needs to be completely honest with constructive communication. Research demonstrates that the supervisor impacts employees’ perception of workplace fairness to a far greater degree than the organization itself.[9].
Employee illness, burnout, and workplace stress can sink organizational performance. [6]
Justice and fairness principles were used as a framework to evaluate each organization’s DM interventions. [8] Thus, the compassionate, caring and respectful treatment of employees isn’t optional. [9] Perko et al., 2012. [2] Krüger & Rootman, 2012. In order ensure fairness, show that there is equal access to opportunity, clear processes and open communication, and a feedback system which facilitates constructive conversations. 15 - 28. When employees frequently call out sick or report to work in poor physical or emotional health, productivity suffers. DOI: http://dx.doi.org/10.16993/sjwop.8. http://www.business-and-management.org/download.php?file=2012/7_1--15-28-Silva,Caetano,Zhou.pdf, http://www.sjwop.com/articles/10.16993/sjwop.8/, Supportive Accountability: Editorial Reviews, The Leadership Style that Boosts Performance. Silva et al., 2012. If such conflicts go unchecked, it can create added costs in absenteeism, healthcare, poor work ethic and work product, turnover, and law suits and legal expenses.
Reactions are also influenced by the cultural climate, personalities involved, historical context, current environmental conditions, and other factors. Silva et al., 2012. In their study of over 400 small businesses, Krüger & Rootman focused on the following seven elements of employee motivation: Workplace Justice: The Sixth Element of Employee Motivation, According to Krüger and Rootman, to create a work environment conducive to employee motivation, companies must have comprehensive policies and systems that “ensure a clear understanding and equitable treatment of employees.” They were referring to “compensation systems, employee performance systems, equity systems, and organizational policies and procedures.”[2]. This will not only ensure fairness, but will create incentives and motivation to enhance productivity and creativity. In other words, employees should feel that they have a fair chance to earn a reward if they work hard enough for it. It is important to find a balance for your personal feelings and sense of fairness and justice. In fact, no idea in Western civilization has been more consistently linked to ethics and morality than the idea of justice. Vigorous longitudinal studies have made a clear connection between supervisor fairness and employee health and well-being. New Work? The findings shed light on the link between DM and justice and fairness, an area lacking empirical studies. There’s also a negative impact on interpersonal relationships, customer satisfaction, and quality of work. http://www.actacommercii.co.za/index.php/acta/article/viewFile/114/114. The direct supervisor plays a crucial role in shaping employee attitudes about their workplace. While it obviously does not make sense to hand out rewards equally, as this would defy the purpose of rewarding exceptional work, there must be some recognisable and fair process through which rewards can be given. What Mountaineers can teach us about Employee Surveys. 1 – 13. Thus, managers should create environments in which equal opportunities, not equal rewards, are given.
A situation in which employees feel that they are not being treated fairly will result in lower productivity, lack of motivation, and negative relationships, which can lead to unethical behaviour or destructive practices.
– How to measure agility within your enterprise, Right Questions, actionable Results – Which Survey Questions you should ask your Employees. If you want to eradicate workplace burnout, advance workplace justice.
A qualitative case study methodology was used to ascertain how four organizations approached critical issues regarding diversity. Imagine being told “well done” on every assignment, then not receiving that yearly bonus when it comes down to it. & Rootman, C. (2010). Different approaches adopted by the case study organizations were compared using a cross-case analysis. An unfair and unhealthy work environment will suffer a significant loss of talent, as top performers explore their options and find better places to work. What’s more, how leaders manage employee reactions either serves to dispel or reinforce the perception of unfairness.
Counteracting an employee’s negative reaction with a reaction in-kind only adds fuel the fire. If an employee is underperforming, let him/her know at the time so that he/she has the opportunity to improve, rather than saving it all for one devastating yearly review. Many conflicts employee and employer conflicts resonate from perceptions of fairness and justice within the workplace. workplace fairness environment. Justice in the workplace is just as important as it is anywhere else. How do small business managers influence employee satisfaction and commitment? You may be able to access this content by logging in via Shibboleth, Open Athens or with your Emerald Account.
The purpose of this paper is to argue that diversity management (DM) interventions, underpinned by principles of justice and fairness, create a powerful force that drives sustainable outcomes. An office without justice will have employees looking around for better employment options, and will at best lead to an uninspired team. Creative Commons License. Silva et al., 2012.
Creative Commons License.
Having a leadership team that’s highly competent in interacting with and engaging employees is vital. Only with the right company culture! Silva et al., 2012. Equality of distribution refers to the rewards that managers give out. Silva, M.R., Zhou, Q., & Caetano, A. Scandinavian Journal of Work and Organizational Psychology, 1(1): 6, pp.
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