Organizational Justice: The Boston Public School System

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

As you may have heard, Mr. Swift has made a very modest proposal about what to do with the situation of starvation among adults. Mr. Swift has proposed that after a year of a child's birth, they be eaten if the family wishes. I, being a mother of a baby, currently, could not approve of this proposal more. Me and my husband together, concur, this will allow us to not go hungry, but also fulfill our wish to have another baby. We've always wanted more kids, but we only desire a baby. We don't want them after they have grown older. We already have an older son. Now, with this proposal, we won't go hungry and we can stay full for months on end and all I must do is push out a baby. No big deal.

Bennett-Alexander, D., & Hartman, L. (2009). Employment law for business. (6 ed., pp. 247-249). New York, NY: McGraw-Hill/Irwin.

When a person plans or wants to do something, he or she has a motivation for that specific thing. In other words, when a person does something, that person has a reason why he or she should do that thing. Not always there is a reason to do something, but sometimes may be many reasons that are backing a person to take those actions to do it. This happens not only to humans, or living organisms, but also in nonliving organisms. An example is when a rock which had bounced after it hit the floor while falling down. Scientists may tell some of the reasons why the rock does that kind of action, but they cannot tell all of the reasons that back the rock’s actions. A similar thing, as the scientists, was Alfie Kohn trying to do in his essay, “Why

Motivation is the driving force behind everyone’s actions and it influences the level of efficiency that everyone performs said actions with. While hoping to explain just how individuals become and remain motivated in the first place, many have developed theories. One theory, in particular, was introduced by John Stacy Adams in 1969 and it is referred to as the Equity Theory.

Rights in the workplace is an important subject and each party should know his and her role and responsibilities in the workplace as well as his or her rights that align to that role. Employees have a right to privacy, fair compensation, freedom from discrimination and many others (Holley, Jennings, & Wolters). Employers have to ensure their company’s policies to do not infringe upon their employee’s rights with the workplace. Within organizations that have union representation, employee’s rights are usually monitored and enforced by the union representative. Employers also have rights to know certain information about their applicants to their employees, that does allow for discrimination against a protected class. It is important that

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

Bennett-Alexander, D. & Hartman, L. (2015), Employment law for business (8th ed.), New York: McGraw-Hill Education

Motivation is the “why” behind our behaviors. Behavior that is usually goal-oriented. The forces that lie beneath motivation can be biological, social, emotional or cognitive in nature. There are, indeed, a plethora of inducements that cause us to act the way we act and do the things we do. They include things like quenching our thirst, reading to gain knowledge, studying to ace an exam, surpassing quotas and meeting deadlines for a promotion, etc. According to Kendra Cherry’s article on “WHAT IS MOTIVATION”, there are three components of motivation: activation, persistence and intensity. Activation is the decision to initiate a behavior. Persistence is the continued effort toward a goal even though obstacles may exist. Intensity is the

Young children are compelled to learn because of their natural curiosity in life. Older children seem to need a push in the direction to learn. This describes the two types of motivation. Intrinsic motivation describes the young child. It is motivation from within and the desire someone feels to complete a task, including natural curiosity. Intrinsic motivation is anything we do to motivate ourselves without rewards from an outside source. “In relation to learning, one is compelled to learn by a motive to understand, originating from their own curiosity” (Rehmke-Ribary, 2003 p.intrinsic).

Analysis of the results in Figure 1 to 10 shows some understanding of motivation theories. We will first compare both theories and then explain the ERG theory, and finally the equity theory. It can be noted from the response of the survey that motivation factors of employees supported by both theories are somehow depending on which age group you are in. From figure 2, we can see that most of the interviewees (under age 25, age 35-45 and above age 45) are equity theory-based, while more thinking that ERG theory is more important in age group 25-35. Besides, from figure 3, 40% of the respondents (majority), including age group under age 25 and above age 35, agree that unfairness treated by managers will make them dissatisfied, while 30% of them (second priority), mostly in age group 25-35, recognize that absence of personal development on their career paths will make them discontented. This implies that most employees are equity theory-based, except those in age 25-35, which are same as previous. Furthermore, although figure 6 shows that two answers representing on both theories are evenly distributed, we can also know that all participants in age group 25-35 focus on their individual progress plan, which states the importance of personal development or growth needs in their career. However, most in other age groups, especially from age 35 to 45, will rather the offering of same chances, which also states the essence of equity in their career.

SAFETY NEEDS: Once the physiological needs are satisfied to a reasonable level it is not necessary that they are fully satisfied an degree of reasonableness is subjective other levels of needs become important. In this hierarchy come the need for safety, that is need for

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,

The organizational justice (OB, p. 256) is taken to extremes. Implementing the same reward through the company notwithstanding local market and standard of living, notwithstanding individual performance creates the feeling of inequity and does not encourage doing better than the average. Attempts to minimize sabotage appear to focus on treating employees fairly and honestly, by