Fairness, Justice, & Diversity Flashcards

Flashcards covering concepts of fairness, justice, diversity, and trust in the workplace, based on the lecture notes provided.

What are three components of organizational justice?

Distributive justice, procedural justice, and interactional justice.

What is distributive justice?

The perception that outcomes received (distribution) are fair.

What is procedural justice?

The perception that the decision-making procedure used to allocate resources is fair (i.e., unbiased, open, consistent, accurate, correctable).

What is interactional justice?

The perception that the interaction during the announcement of decisions is appropriate; sensitivity with which employees are treated and extent to which the employee feels respected by the employer.

What are the two components of interactional justice?

Informational justice (explanations about procedures and outcomes and their timeliness) and interpersonal justice (extent to which people are treated with respect, politeness, and dignity).

Name costs associated with injustice.

Retaliation, reduced effort, reduced motivation, and a lasting impact on attitudes, emotions, and behavior.

Name benefits associated with justice.

Extra effort, feelings of inclusion, and feelings of contribution.

What is organizational trust?

A scarce resource that is difficult to build but easy to lose, and is increasingly regarded as one of the most important relationship factors between managers and employees in leadership.

List qualities of someone who someone is likely to trust.

Has the trustor’s welfare at heart, has regard for interests and needs of the trustor, and will not take advantage of, exploit, or betray the trustor.

List 6 bases of trust.

Dispositional trust, History-based trust , Third-party trust, Category-based trust, Role-based trust, Rule-based trust.

Describe a transactional psychological contract.

Usually specific, short-lived exchanges with financial value, characterized by low trust.

Describe a relational psychological contract.

Usually general, long-lived, incorporating maintenance of existing relationships, characterized by high trust.

Name some practical implications of justice perceptions.

Employees need to have a voice, an opportunity to voice concerns about potential issues of procedural injustice can reverse the perception of unfairness. Applicant’s perceptions of the fairness of selection procedures can impact –Acceptance/rejection of employment offer, Reputation of organisation, Litigation

What is EEO (Equal Employment Opportunity) Philosophy?

All individuals have same opportunity, allowing success to be dictated by merit

What is Affirmative Action?

Provides specific mechanisms for reducing under-representation of particular demographic groups

What are the different types of diversity?

Differences in demographic characteristics, values, abilities, interests, & experiences

What is the assimilation model for diversity?

Recruit, select, train, and motivate employees so that they all share the same values and culture; assumption is that there are no benefits of a diverse workforce.

What is the protection model for diversity?

Identify disadvantaged and underrepresented groups and provide special protections for them; can create issues around feelings of justice and fairness.

What is the value model for diversity?

Value each diverse element of the organization for what it uniquely brings to the organization; research supports the value of diversity in organizations, and emphasizing the value of diversity can also provide a more positive rationale for AAPs and promote their acceptance.

List HR initiatives that support the Value Model

Recruit specifically with diversity in mind. Ensure career development is available for every member of organisation.Provide diversity training. Seek input from diverse group members. Provide support & networks for diverse group members.Develop connections to cultural groups in community

List actions used for increase the selection of minorities into positions.

Mentoring rather than training workshops (e.g., “reverse mentoring”). A diversity manager or task force.