Chapter 8: Fairness, Justice, and Diversity in the Workplace

Justice and Fairness

These are used to characterize an event or an exchange relationship

Trust

It refers to a belief in how a person or organization will act on some future occasion

Organizational Justice

It includes considerations of organizational procedures, oucomes, & interpersonal interactions

Distributive Justice

It refers to the perceived fairness of allocation of outcomes or rewards to organizational members

Distributive Justice

It highlights the definition of what is “fair,” discussing different norms such as equity, need, and equality

Equity Norm

It states that people should be rewarded based on their contribution

Need Norm

It states that people should receive what they need, even if contributions are unequal

Equality Norm

It states that everyone should get the same amount, regardless of the effort or no matter what

Voice

It refers to having the possibility of influencing or expressing an objection to a process or outcome

Procedural Justice

It is said to have an impact on layoffs & self-esteem

Interactional Justice

It refers to the sensitivity with which employees are treated, and is linked to the extent which employee feels respected by the employer and given transparent straightforward information

Interactional Justice

It consist of informational and interpersonal justice

Informational Justice

It refers to the honesty and clarity of explanations that employees receive

Interpersonal Justice

It refers to the respect and politeness that employees are treated by their employers and the organization

Injustice

Once this is experienced, it may lead to retaliation, reduced effort, reduced motivation, and a lasting impact on attitudes, emotions, & behaviors

Perceptions of Justice

This may lead to extra efforts, feelings of inclusions, and feelings of contribution

Performance Evaluation

Based from this, it is observed that feelings of fairness are more a matter of procedural justice, feedback process is an important determinant of feelings of fairness, and there should be a shift from performance measurement to performance management

Equal Employment Opportunity Philosophy

It states that all individuals have the same opportunity, allowing success to be dictated by merit

Affirmative Action

It provides specific mechanisms for reducing under-representation of particular demographic groups

Diversity

It refers to the differences in demographic characteristics, values, abilities, interests, & experiences

Relational Demography

It refers to the relative makeup of various demographic characteristics in particular work groups

True

There is a tendency for work groups to seek homogeneity rather than diversity

[True or False]

Group Heterogeneity

It often enhances creative efforts by widening approaches to problem-solving

Ineffective Models

The Assimilation Model and Protection Model are considered as ______ for diversity

Ideal Model

The Value Model is the considered _____ for diversity

Assimilation Model

It encourages individuals from diverse backgrounds to assimilate into the dominant culture of the organization, often requiring them to conform to the mainstream values and behaviors

Protection Model

It focuses on protecting minority groups by isolating them in specialized roles or programs, offering special treatment to ensure they are not discriminated against

Value Model

It treats diversity as an asset, where diverse perspectives, experiences, and backgrounds are celebrated and integrated into all aspects of the organization

Leader

The tendency for group homogeneity places a great burden for managing diversity on the shoulder of the group/team ______