I need to assess the relevance of organisationsl justice in the effective management of the employment relationship. In doing so I need to discuss two aspects of the relationship; downsizing and rewards. I also need to determine to what extent the presence of workplace representatives such as unions is necssary for achieving organisational justice.
My ideas so far for downsizing is that the the process consists of a series of events in which victims and survivors evaluate the fairness of the procedures. It is important that the processes are considered carefully (selecting those to leave/stay, consultation etc)as this will help
managers understand employees’ feelings of trust and mistrust more fully.
I need some inspiration please! In which ways is organisational justice relevant in reward management and why? Do you feel that trade unions and employers unions are necessary for achieving organisational justice? If not, why? Any ideas from professional HR people would be much appriciated. Thanks in advance for your assistance.
Carly
carly culshaw
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What's it for? Are we writing an essay for you....?!
If you have an academic focus and access to a decent library, I can suggest some reading of people who've studied OJ in both contexts in the past 10 years.
In practical terms, the presence of union representatives may constiture "voice" for your employees. In terms of reward, it's pretty obvious that using the same process for every employee to identify a salary raise is very important for teamwork and the credibility of management, commitment and morale.
I've just run a discussion session on trust (of which OJ forms a large part) and I can point you to the notes on our website, if you like.
Hi Karen,
Thanks for your comments. Yes, I am writing an essay on OJ, and am after some comments from real HR managers, rather than just theory from text books, as this often carries more credibility. I have done a lot of background reading on OJ and have found some interesting points. I would be grateful if you could point me in the direction of some further resources and your website please. I will reference any ideas that I get from the resources, HR managers (with their permission) and the website as I am familiar with the Harvard referencing system. Thanks again for your response - it is much appriciated.
Carly
Hi
A bit later than promised, attached is a link to the notes on our site from the session we ran on trust and procedural justice. I hope you find them useful.
Regards
Karen
http://www.corporatemagnetism.com/mindstretch/InGodAndBoss.htm