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Justice theory of performance management system
In a highly competitive global business environment, managing human resources has become more challenging task than ever before. Most organizations face various key issues with respect to their workforce such as:.
Other theories have been reviewed in our previous articles. In this article Justice theory will be discussed which is also a popular strategy of performance management in contemporary organizations. These performances can influence attitudes and behavior of the employees.
According to a study there is a positive correlation between organizational justice and job satisfaction. In other words better the employee perception of an organization, the higher the satisfaction level of that employee Ali, In the study authors found strong relationship between the two. Similarly study by Wan, shows that citizenship behavior are employee behaviors that go beyond the call of duty.
Author concluded a positive association between organizational justice and dissertation organisation justice performance appraisal behavior. Similarly authors also suggested that organizations need to ensure the practice of organizational justice so that it can create confidence and loyalty among the employees.
According to Baldwin n. On the basis of various studies it can be said that there should be a well defined system that promotes fair and equitable justice in an organization. This type of system is a key to improve the employee productivity and helps in realizing the goals of an organization. The advantages of just treatment by work organizations include:. The theory of justice in performance management system perceived by employees has some limitations also. Justice theory sometimes viewed as time-consuming and controversial, especially when it comes to increment of pay structure of the employees which leads to dissatisfaction among them.
This is because supervisors tend to become bias and pass their own judgments which can make the employers to deviate from their goal targets. Employees may sometimes perceive that they are performing at an outstanding level while the supervisor sees such performance as average. Employers may make errors in their judgment or permit biases during the process of evaluation, dissertation organisation justice performance appraisal.
This might occur because they focus on the negative aspects and not balancing it with the positive aspects. In some cases the employers do not have required information to evaluate their employees.
It can be concluded that justice theory being perceived by employees is an important parameter for an organizational effectiveness. This is because it individually affects its working employee who are responsible for carrying out different organizational tasks, dissertation organisation justice performance appraisal. It promotes better planning for the institution, which results in achieving the employee goals to organizational goals.
It promotes communication and participation to both parties resulting in increased trust. Notify me of follow-up comments by email. Sign in. project guru Get your projects done. There are various theories of performance management such as: Goal Setting theory, Expectancy theory, Control theory and Justice theory.
Properties of justice theory According dissertation organisation justice performance appraisal Baldwin n. This can enhance the feelings among the employees that they are being listened to. Other initiatives promoting voice might include suggestions schemes, empowerment programs and participative management. Organisation should treat its employees with utmost dignity and respect, dissertation organisation justice performance appraisal.
Such culture can boost the morale and enhance their productivity level which ultimately translates into better and more efficient output. Employees often seek some sort of interaction with their supervisors. It gives the opportunity so that employee can share the information appropriately. An explanation or apology can reduce or eliminate the sense of anger generated and avoids rude and cruel remarks.
One should take decisions on the basis of facts and not on vested interests and personal feelings of dissertation organisation justice performance appraisal decision maker. Properties of Justice Theory Source: Baldwin n. Advantages of justice theory On the basis of various studies it can be said that there should be a well defined system that promotes fair and equitable justice in an organization. The advantages of just treatment by work organizations include: Commitment helps in building the strong connection between the employees and the organization.
Commitment and loyalty can be further enhanced if managers give response to their employees with appropriate explanations and feedback. With this managers can demonstrate that they value their own employees Baldwin, n.
Fostering job performance enhances the overall performance of the organization. Organizational justice indicates how effectively workers discharge their job duties thereby improving productivity. Reduced absenteeism indicates that employees are being provided with adequate training and support which ensures that employers are dealing with their employees appropriately and professionally.
Improved health outcomes and well-being is an important focus of organizational psychology and management research. Both the factors will help in achieving organizational justice Eib, n.
Limitations of justice theory The theory of justice in performance management system perceived by employees has some limitations also. Application dissertation organisation justice performance appraisal justice theory It can be concluded that justice theory being perceived by employees is an important parameter for an organizational effectiveness.
References Allameh, S. Survey Relationship between Organizational Justice and Organizational Citizenship Behavior. International Journal of Management Academy2 31—8. Baldwin, S. Organisational Justice The Institute for Employment Studies The IES HR Network Organisational Justice.
Boipono, M. No Title. Çelik, M. Cropanzano, R. Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice. Journal of Vocational Behavior58dissertation organisation justice performance appraisal, — Eib, dissertation organisation justice performance appraisal, C. Processes of Organizational Justice Insights into the perception and enactment of justice. Gupta, A. Impact of effectiveness of performance management system on employee satisfaction and commitment.
IJMIE2 7. Hasan Ali. A Study of Relationship between Organisational Justice and Job Satisfaction5 Wan, H. Organisational Justice and Citizenship Behaviour in Malaysia.
Berlin: Springer. Author Recent Posts. Abhinash Jena. Partner at Project Guru. Abhinash has worked in sales, branding, and marketing functions for GPS companies including MapmyIndia Navigators www. Latest posts by Abhinash Jena see all. Implementing lean management with performance management systems - May 7, What does a waiting job mean? Click to share on Twitter Opens in new window Click to share on Facebook Opens in new window Click to share on LinkedIn Opens in new window Click to share on WhatsApp Opens in new window Click to email this to a friend Opens in new window Click to print Opens in new window.
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