Organizational Justice Impact Employee Job Commitment, Satisfaction, And Performance

Rather, Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or her reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation”(Balancing Employee Inputs and Outputs).

“I have mentioned the way the hiring process seems designed, in some cases, to prevent any discussion or even disclosure of wage- whisking the applicant from interview to orientation before the crass subject of money can be raised. Some employers go further; instead of relying on the informal “money taboo” to keep workers from discussing and comparing wages, they specifically enjoin workers from doing so.” (207)

In this country, getting paid to perform your job is understood. It is routine. It is expected. It is right. But how is one employee’s salary regarded in comparison to another employee’s salary? Do these salaries have to be equal? Most would agree that if both employees are performing the same tasks at the same establishment with the same amount of dedication and efficiency, equal pay is deserved. But what about if one employee is male and the other female, then on what grounds are their salaries determined? This answer shows its true colors through the life of one woman working for a well established company where nearly all employees were men, and for her particular position, she was the sole female. Her efforts to overcome pay

Patrick Downes and Daejeong Choi discuss pay dispersion and how it affects individual employees. They have shown that pay dispersion can be seen negatively for some and for others it can be seen as a positive. For publicly traded

One beautiful example of the pay inequality I talked about earlier is the University of Arizona Basketball player Nick Johnson. “He was the leading scorer, and brand ambassador of last years Arizona wildcats team” (Gold). “ He was an Athlete so valuable that the website Nerdwallet estimated that he singlehandedly earned the University of Arizona $2.23 million dollars and made the NCAA $750 million dollars in television

Executive Compensation. I’m in agreement with Thomas Piketty that the one cause of rising inequality in the United States “the rise of supersalaries” for top executives (Piketty & Goldhammer, 2014, p. 298). The average American estimates CEO to worker pay ratio at about 30-to-1, which is more than 4 times what they believe to be ideal. The career review site Glassdoor reported from 2014 data that the average pay ratio of CEO to median worker was 204-to-1 and that at the top of the list, four CEOs earn more than 1,000 times the salary of their median worker with the very top pay ratio of 1,951-to-1. In some cases a CEO makes in one-hour what it takes the average employee six-months to earn. In comparison, the Washington Post reported for the

This report explores the issue of the pay that top executives make, and the reasons why they do. It also suggests improvements that can be made to make the system better. High Pay Seems Small When Compared To Company Profits Many companies pull in profits that are extremely high. When an employee of such a companies salary is compared to the amount of profit that the company earns, it starts to seem reasonable. It only makes sense that if the employee is directly responsible for the success of their company, then they deserve to get their payback. It seems ironic, but many salaries even look small once compared with a companies profits. Top Executives Are Under A Lot Of Pressure Being the CEO of a

Restorative Justice is a method for reacting to strife, misconduct, and wrongdoing that makes things as all right for all who were affected. Therapeutic Justice perceives the contention or mischief, repairs the harm, however much as could be expected and makes future responsibility designs and additionally understandings that will keep a similar thing from happening once more. These standards control our activities because of wrongdoing, mischief, and struggle and in our reaction to them. While Community equity is a vital technique for wrongdoing lessening and avoidance, which assembles or upgrades organizations inside groups. Group equity arrangements go up against wrongdoing and misconduct through proactive, critical thinking rehearses went

Distributive justice is evident when persons tend to be satisfied, perform better, and are less likely to quit. When individuals noticeably turn

As I have begun to read and think about this topic, I have realized that I do not have a strong grip on what justice means. I have looked up the dictionary definitions, found the word itself used in many a context, and from individuals from varying social, cultural, and religious backgrounds. So what I have found so far is justice is fairness or has something to do with fairness.

Organization justice plays a very important role in employee motivation, loyalty, and well-being (Mc Shane et al, 2013). To minimize the feeling of injustice, corporate leaders have to understand well of the concepts, theory and forms of organization justice (Mc Shane et al, 2013).

Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

The equity theory conceived by J. Stacy Adams is based premise that "people gauge the fairness of their work outcomes relative to others, any perceived inequity is a motivating state of mind" (Schermerhorn, Hunt, and Osborn, 2005, p.10, chpt.6). This theory when applied to a sales force would not be the best method to motivate this employee group as to what is deemed fair by a team leader could be perceived as unfair by the

Lack of clarity on occupational justice and what it involves poses a huge challenge in the attainment of occupational justice. Many people are not aware of this concept hence are easily manipulated and denied what should be rightfully theirs. Discrimination is also a significant barrier as in goes against the fundamental objectives of occupational justice. Political unrest and conflict in society contribute to occupational injustices as they undermine peaceful coexistence among people and abolishes trust.