In recent years the administrative sciences have provided a variety of techniques for allocating pay, resolving grievances, evaluating performance, testing for illicit substances, providing feedback, and just about any other activity that an organization must perform. However, what is often missing from these systems is an understanding and appreciation of human consequences. In a very real sense, every one of these techniques is about people. These systems stand or fall largely on how individuals react to them.
Borrowing from the work of social psychologists, sociologists, and legal scholars, this book addresses how people respond to organizational interventions. A diverse set of organizational policies is discussed, including techniques for maintaining customer satisfaction, managing layoffs, providing effective performance feedback, administering compensation systems, conducting drug tests, and resolving conflicts. Psychological and sociological research is applied in an effort to understand the ways in which individuals respond to organizational policies and procedures. The research shows not only that the human side of management is important, but also contains suggestions for more effective organizational interventions. The anticipated result: application of these techniques to make organizations better and more productive places to work.
Social and Psychological Bases of Ideology and System Justification, 158–181. Karriker, J. H., & Williams, M. L. (2009). Organizational justice and organizational citizenship behavior: A mediated multifoci model.
The Handbook of Organizational Justice is designed to be a complete, current, and comprehensive reference chronicling the current state of the organizational justice literature.
Forming much of this book's content, outcomes, processes, and interpersonal treatment are three powerful tools for building and maintaining workplace justice. In Part I these books are discussed at a theoretical level.
Some managers conduct inconsistant performance reviews, pay inequitable salaries, and dismiss employees arbitrarily. Concerns about justice are pervasive in the workplace: they arise whenever rules are made, interpreted, or applied...
Bennett-Alexander, Dawn D., and Laura P. Hartman. 2001. Employment Law for Business, 3d Ed. Boston, MA: Irwin/McGraw Hill. ———. 2004. Employment Law for Business,4th ed. Boston, MA: Irwin/Mc- Graw-Hill. Bentley's Luggage Corp.
This timely new collection, with contributions from leading researchers from around the world, considers organizational justice in an era when globalization has resulted in rapid organizational change, greater job insecurity, and increasing ...
Poore , Grace . 1995. Voices Heard , Sisters Unseen . New York : Women Make Movies . Pratt , Minnie Bruce . 1984. “ Identity : Skin Blood Heart . ” In Yours in Struggle : Three Feminist Perspectives on Anti - Semitism and Racism , ed .
FOUNDATIONS FOR ORGANIZATIONAL SCIENCE A Sage Publications Series Series Editor David Whetten , Brigham Young University Editors Peter J. Frost , University of British Columbia Anne S. Huff , University of Colorado and Cranfield ...
In each of our countries there is a system of industrial , or workplace , justice that exists for dealing with violations of employee obligations . Its purpose is justice as to these workplace obligations . In most countries this is ...
The Handbook of Research on Organizational Culture and Diversity in the Modern Workforce is a comprehensive reference source for the latest scholarly content on components and impacts on effecting culturally diverse workplace environments.