Kelvin has worked for his company for two years and had to take on additional responsibilities when his colleague Charles retired. However, his managers have not given him a pay raise that he feels rightly compensates him for his increased workload. Kelvin finally decides to quit and begins looking for another job. His resentment related to his pay reflects the lack of ________ justice in the company that he works for.
- informational
- distributive
- retributive
- procedural
- interpersonal
Distributive justice reflects the perceived fairness of decision-making outcomes. Employees gauge distributive justice by asking whether decision outcomes-such as pay, rewards, evaluations, promotions, and work assignments-are allocated using proper norms. Kelvin was concerned about how much he was getting paid for the heavier workload he had taken on, and his resentment shows that his company is lacking in the area of distributive justice.
Distributive Justice: The perceived fairness of decision-making outcomes.
When employees evaluate outcomes such as pay, rewards, and promotions to determine whether they are allocated using proper norms, they are applying the ________ type of justice.
- informational
- procedural
- distributive
- interpersonal
- retributive
Distributive justice reflects the perceived fairness of decision-making outcomes. Employees gauge distributive justice by asking whether decision outcomes-such as pay, rewards, evaluations, promotions, and work assignments-are allocated using proper norms.
Distributive Justice: The perceived fairness of decision-making outcomes.
Sunshine Foods, Inc., has a human resources policy that does not allow its newly hired employees to work on committee projects or get involved in union meetings. This is done to ensure that the new employees can concentrate on their work without getting distracted. Which of the following allocation norms has Sunshine Foods adopted?
- standard norm
- equity norm
- reciprocity norm
- need norm
- equality norm
In cases in which the welfare of a particular employee is the critical concern, a need norm may be judged fairer. For example, some organizations protect new employees from committee assignments and other extra activities so that they can get their careers off to a productive start.
Normative Commitment: An employee’s desire to remain a member of an organization due to a feeling of obligation.
When organizations protect new employees from committee assignments and other extra activities so that they can get their careers off to a productive start, they are using the ________ norm type of allocation norms.
- propensity
- need
- reciprocity
- equity
- equality
In cases in which the welfare of a particular employee is the critical concern, a need norm may be judged fairer. For example, some organizations protect new employees from committee assignments and other extra activities so that they can get their careers off to a productive start.
Needs: Groupings or clusters of outcomes viewed as having critical psychological or physiological consequences.
Justice reflects the actual fairness of an authority's decision making.
Justice reflects the perceived fairness of an authority's decision making. When employees perceive high levels of justice, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
Decision Making: The process of generating and choosing from a set of alternatives to solve a problem.
The managers at Telstar, a public relations firm, have noticed that the employees are not team players and are primarily focused on achieving individual goals. Management wants to change this attitude and works to create a reward system in which all group members would receive exactly the same outcome, regardless of their individual productivity levels, to promote their ability to work effectively in groups. Which of the following allocation norms would you recommend for this purpose?
- standard norm
- consensus norm
- equity norm
- equality norm
- propensity norm
In team-based work, building harmony and solidarity in work groups can become just as important as individual productivity. In such cases, an equality norm may be judged fairer, such that all team members receive the same amount of relevant reward.
Equity Theory: A theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other.
________ justice is when decision-making outcomes are perceived as fair.
- Procedural
- Interpersonal
- Informational
- Distributive
- Restorative
Distributive justice reflects the perceived fairness of decision-making outcomes. Employees gauge distributive justice by asking whether decision outcomes-such as pay, rewards, evaluations, promotions, and work assignments-are allocated using proper norms.
Distributive Justice: The perceived fairness of decision-making outcomes.
The ________ norm is typically judged to be the fairest choice in situations in which the goal is to maximize the productivity of individual employees.
- equity
- equality
- need
- standard
- prescriptive
The equity norm is typically judged to be the fairest choice in situations in which the goal is to maximize the productivity of individual employees.
Equity Theory: A theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other.
Which of the following is the norm that is typically judged to be the most appropriate choice in situations in which the goal is to maximize harmony and solidarity in work groups?
- unification
- equity
- equality
- reciprocity
- standards
In cases where team-based work is required, an equality norm may be judged fairer, such that all team members receive the same amount of relevant rewards. The equality norm is typically used in student project groups, in which all group members receive exactly the same grade on a project, regardless of their individual productivity levels.
Ability: Relatively stable capabilities of people for performing a particular range of related activities.
Which of the following is an allocation norm under which all group members receive exactly the same outcome on a project regardless of their individual productivity levels?
- propensity norm
- need norm
- equity norm
- reciprocity norm
- equality norm
In cases where team-based work is required, an equality norm may be judged fairer, such that all team members receive the same amount of relevant rewards. The equality norm is typically used in student project groups, in which all group members receive exactly the same grade on a project, regardless of their individual productivity levels.
Equity Theory: A theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other.
Jay, Kuo, and Elaine's company has an opening for a manager, and all three of them apply. However, Elaine, who has been with the company the longest and has a business degree, gets the job. Although Jay and Kuo are disappointed, they most likely agree that the company's decision reflects a high level of
- trustworthiness.
- favoritism.
- authority.
- justice.
- bias.
Justice reflects the perceived fairness of an authority's decision making. When employees perceive high levels of justice, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
Justice: The perceived fairness of an authority’s decision making.
Employees gauge procedural justice by asking whether decision outcomes, such as pay, rewards, evaluations, promotions, and work assignments, are allocated using proper norms.
Employees gauge distributive justice by asking whether decision outcomes, such as pay, rewards, evaluations, promotions, and work assignments, are allocated using proper norms.
Procedural Justice: The perceived fairness of decision-making processes.
Anya, a manager at Marquette Industries, is always very careful to award bonuses and other rewards to her subordinates based on each individual's performance and contribution. Anya is concerned with interpersonal justice.
This situation describes a concern for distributive justice.
Interpersonal Justice: The perceived fairness of the interpersonal treatment received by employees from authorities.
When employees perceive high levels of ________, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
- risk
- profit-centered motives
- social responsibility
- justice
- economic exchange
Justice reflects the perceived fairness of an authority's decision making. When employees perceive high levels of justice, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
Justice: The perceived fairness of an authority’s decision making.
Justice reflects the perceived fairness of an authority's
- corporate social responsibility.
- ethical orientation.
- decision making.
- benign power.
- morality.
Justice reflects the perceived fairness of an authority's decision making. When employees perceive high levels of justice, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
Decision Making: The process of generating and choosing from a set of alternatives to solve a problem.