Justice and Employment Relationship Sample Clauses

Justice and Employment Relationship. If, employee faced with the psychosocial (inter-personal) interest conflicts within an organizational structure that will influence to proper job behaviour. Thus, Etzioni (1993, p. 27) pointed out that the control pyramid could be served as a conflict resolve function. If ‘conflict of interests’ being suppressed by authority power, it can result in stagnation and failure to adapt to changed circumstances and/or erode the bond of group solidarity because of an accumulation of hostility. Therefore management is conventionally responsible for reduce conflict through co- ordination. However, all activities cannot be coordinated and organized under management authority alone. This is because; authority structure may not be able to completely predict employees’ mental state and behavioural patterns, thus rationality is ‘bounded’. But it is important to note that this bounded rationality does not arise because of inability to predict employees’ mental and behavioural patterns, but also authority or employer may treats the employees as parts of given environment, and doesn’t try to predict the behaviour and mental state. Therefore, whatever method exists to control, it is important to consider the justice that can settle down to cooperative behaviour as a resolving mechanism for the opportunistic behaviour. In order to reduce a possible opportunistic behaviour between the employer and the employee, internalization of the justice is the only valid moral or ethical consideration from the employer. A conceptual element of justice is fairness (Xxxxx, 1985). Justice will provide converse association between moral aspects of both parties (Xxxxx, 1999; Xxxxxxxxx & Xxxxxxx, 1986). If, an employee and an employer have a reason to think that the choice behaviour of each party is improbable on the basis of self-interest, then both will be willing to behave according to minimum moral obligation such as justice. The notion of justice or fairness is widely recognized as essential for mutually satisfying exchanges and is tied to two concepts: procedural justice and distributive justice (Xxxx & Xxxxx, 1988; Xxxxx & Xxxx, 1992). The procedural justice refers to fairness issues concerning the methods, mechanisms, and processes used to determine outcomes. The distributive justice is the perceived fairness of the outcomes or allocations that an individual receives (Xxxxxx & Xxxxxxxxxx, 1998). The justice specifies what actions one should take in a given environment to overcome the pr...