Managing Fairness in Organizations

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9781567202113: Managing Fairness in Organizations

The term organizational justice refers to perceptions of fairness within organizations. Justice as a social phenomenon has received a great deal of research attention from social psychologists. With new research on fairness in organizations, scholars in organizational behavior, industrial/organizational psychology, and managers are provided with practical orientations on how to create fair working environments. Although organizational justice is not a panacea for managers, it can help boost employee morale and cooperation. Perceptions of unfairness have been related to several negative reactions such as employee theft, lack of commitment, lawsuits, and recently aggressive behaviors in the workplace. Perceptions of fair treatment, on the other hand, have been related to attitudinal and behavioral outcomes such as employee commitment, trust, and cooperation that are conducive to organizational performance.

The most important asset of any organization is its workforce and the way people are treated shapes attitudes and behaviors such as commitment, trust, performance, turnover, aggression, and all issues of human resources. As we are moving toward a more educated workforce, people want not only better jobs but also to be treated with respect and dignity in the workplace. We are entering an era in which issues of fairness in a diversity of forms will be high on the agenda of corporate management, thus a better understanding of issues of justice in modern organizations is imperative for human resource managers.

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CONSTANT D. BEUGRÉ is Assistant Professor of Management at Kent State University. Dr. Beugré has been a Research Associate at Rensselaer Polytechnic Institute, Lally School of Management and Technology and a Research Analyst at the Research Foundation for Mental Hygiene in Albany, New York. He has also taught at the National University of the Ivory Coast, West Africa.

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Book Description ABC-CLIO, United States, 1998. Hardback. Book Condition: New. New.. Language: English . Brand New Book ***** Print on Demand *****. The term organizational justice refers to perceptions of fairness within organizations. Justice as a social phenomenon has received a great deal of research attention from social psychologists. With new research on fairness in organizations, scholars in organizational behavior, industrial/organizational psychology, and managers are provided with practical orientations on how to create fair working environments. Although organizational justice is not a panacea for managers, it can help boost employee morale and cooperation. Perceptions of unfairness have been related to several negative reactions such as employee theft, lack of commitment, lawsuits, and recently aggressive behaviors in the workplace. Perceptions of fair treatment, on the other hand, have been related to attitudinal and behavioral outcomes such as employee commitment, trust, and cooperation that are conducive to organizational performance. The most important asset of any organization is its workforce and the way people are treated shapes attitudes and behaviors such as commitment, trust, performance, turnover, aggression, and all issues of human resources. As we are moving toward a more educated workforce, people want not only better jobs but also to be treated with respect and dignity in the workplace. We are entering an era in which issues of fairness in a diversity of forms will be high on the agenda of corporate management, thus a better understanding of issues of justice in modern organizations is imperative for human resource managers. Bookseller Inventory # APC9781567202113

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Book Description ABC-CLIO, United States, 1998. Hardback. Book Condition: New. New.. Language: English . Brand New Book ***** Print on Demand *****.The term organizational justice refers to perceptions of fairness within organizations. Justice as a social phenomenon has received a great deal of research attention from social psychologists. With new research on fairness in organizations, scholars in organizational behavior, industrial/organizational psychology, and managers are provided with practical orientations on how to create fair working environments. Although organizational justice is not a panacea for managers, it can help boost employee morale and cooperation. Perceptions of unfairness have been related to several negative reactions such as employee theft, lack of commitment, lawsuits, and recently aggressive behaviors in the workplace. Perceptions of fair treatment, on the other hand, have been related to attitudinal and behavioral outcomes such as employee commitment, trust, and cooperation that are conducive to organizational performance. The most important asset of any organization is its workforce and the way people are treated shapes attitudes and behaviors such as commitment, trust, performance, turnover, aggression, and all issues of human resources. As we are moving toward a more educated workforce, people want not only better jobs but also to be treated with respect and dignity in the workplace. We are entering an era in which issues of fairness in a diversity of forms will be high on the agenda of corporate management, thus a better understanding of issues of justice in modern organizations is imperative for human resource managers. Bookseller Inventory # APC9781567202113

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Book Description Quorum Books. Hardcover. Book Condition: New. Hardcover. 192 pages. Dimensions: 9.3in. x 6.0in. x 0.9in.It is commonplace that postmodern thought has problematized the concept of the self. This poses a particularly sharp problem for Christian theologians, for whom the idea of the person as a Christian self must be central. In this book John Meech addresses this problem by means of a theological hermeneutics that brings together cutting edge scholarship in biblical interpretation and constructive theology. The book comprises three major parts. In the first, Meech reflects on St. Pauls construal of Christian identity in light of what has become known as the new paradigm in Pauline studies. This movement, identified with N. T. Wright, James Dunn, and Terence Donaldson, stresses the communal aspects of Pauls thought and his narrative understanding of the self. In the second part, Meech offers a pivotal analysis of Rudolf Bultmanns phenomenology of the self and its impact on his demythologizing interpretation of Pauls writings. In the third part, Meech engages Paul Ricoeurs late work, Oneself as Another, as a guide to the postmodern problem of selfhood and as a heuristic resource for interpreting Pauls writings. He does not restrict himself to a textual treatment of Ricoeurs work on selfhood and narrative, nor does he stop at an abstract reflection on its significance for theology. Instead he explores in considerable detail the contributions and implications of Ricoeurs later writings for biblical hermeneutics and theology. Investigating the unthematized hints about community presupposed in Ricoeurs work, Meech reconfigures his ontology of the self as an ontology of the self in community. Finally, he correlates Pauls communal understanding of the I with this ontology, articulating a self that is constituted in community but not reduced to a mere locus of community. He argues that the community posited in his study can be understood as the community of the living and dead in Christ. This item ships from multiple locations. Your book may arrive from Roseburg,OR, La Vergne,TN. Hardcover. Bookseller Inventory # 9781567202113

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