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Understanding Organizational Justice: Trust, Rewards, Interaction, and Selection, Quizzes of Industrial and organizational psychology

The concepts of organizational justice, focusing on trust, types of rewards distribution, interactional justice, and candidate selection. It covers the decline of trust, the importance of fairness in distributing rewards, the role of interpersonal communication, and what candidates look for in a selection scenario. Additionally, it introduces the concept of stereotype threat and different models of how people choose jobs. Lastly, it discusses types of affirmative action programs.

Typology: Quizzes

Pre 2010

Uploaded on 12/14/2009

kcoulson
kcoulson 🇺🇸

3 documents

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TERM 1
justice and fairness
DEFINITION 1
used to characterize an event or exchange relationship
TERM 2
How trust declines
DEFINITION 2
- trust: belief in how an organization w ill act on a future occassion;
based upon previours interactions un met expecations: gap in what
organization promises & what results l eader behavior: leaders
represent organization, and if they ch eat & lie- organization seems
untrustworthy surveillance: technol ogies undermine trust, seems
like they cant trust their employees - tough to get back trust
TERM 3
Types of organizational justice
DEFINITION 3
- distributive: fairness of the allocation of outcomes or
rewards to organizational memebers - procedural: fairness of
the process by which rewards are distributed - interactional:
concerned with the sensitivity with which employees are
treated and linked to the extent that an employee feels
respected by the employer
TERM 4
How to distribute rewards
DEFINITION 4
- merit/equity norm: those who work hardest or produce the
most should get the most rewards - need norm: people
should receive rewards in proportion to their needs - equality
norm: people should receive approximately equal rewards
TERM 5
Types of interactional justice
DEFINITION 5
informational: addresses the explanations provided to people
about procedures and outcomes; fairness of communication
systems and channels interpersonal: extent to which people
are treated with respect, politeness, and dignity
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TERM 1

justice and fairness

DEFINITION 1

used to characterize an event or exchange relationship

TERM 2

How trust declines

DEFINITION 2

  • trust: belief in how an organization will act on a future occassion; based upon previours interactions unmet expecations: gap in what organization promises & what results leader behavior: leaders represent organization, and if they cheat & lie- organization seems untrustworthy surveillance: technologies undermine trust, seems like they cant trust their employees- tough to get back trust TERM 3

Types of organizational justice

DEFINITION 3

  • distributive: fairness of the allocation of outcomes or

rewards to organizational memebers - procedural: fairness of

the process by which rewards are distributed - interactional:

concerned with the sensitivity with which employees are

treated and linked to the extent that an employee feels

respected by the employer

TERM 4

How to distribute rewards

DEFINITION 4

  • merit/equity norm: those who work hardest or produce the

most should get the most rewards - need norm: people

should receive rewards in proportion to their needs - equality

norm: people should receive approximately equal rewards

TERM 5

Types of interactional justice

DEFINITION 5

informational: addresses the explanations provided to people

about procedures and outcomes; fairness of communication

systems and channels interpersonal: extent to which people

are treated with respect, politeness, and dignity

TERM 6

persons feel justly treated

when...

DEFINITION 6

  1. supervisor gathers information in a careful manner 2. employee had an opportunity to discuss the evaluation with the supervisor after it had been completed 3. employee had the opportunity to disagree formally with the evaluation 4. supervisor was familiar with the work of the subordinate 5. supervisor was consistent in his/her judgement standards across the subordinates and across time periods for the same subordinate TERM 7

what candidates are looking for in a selection

scenario

DEFINITION 7

  1. transparency: clear description of what information will be gathered and how it will be used 2. objectivity: information that is job related and that may be challenged by the candidate for accuracy 3. feedback: candidates get honest & relaible infromation about their performance 4. job information: candidates get information about the job, organization, and working conditions 5. participation: candidates can request retesting & say in when 6. human treatment: efforts made to reduce stress & respect TERM 8

stereotype threat

DEFINITION 8

the pressure a person feels when she is at risk of confirming,

or being seen to confirm a negative stereotype about her

group

TERM 9

models how people choose jobs

DEFINITION 9 rational economic:sum up potential economic losses and gains rational psychological model: depend on factors other than money, more psychological gains and losses organizational fit model: values of organizatio and person individual differences model: individuals choose based on their particular personality/style, little emphasis on P-O fit negotiation process model: organizations & individuals behave as negotiators & through the selection process, jointly decide whether to execute a contrac TERM 10

types of affirmative action

programs

DEFINITION 10

  • specialized recruiting programs intended to reach

underrepresented groups in the workforce - specialized pre-

or posthire training to develop job related KSAO's - mentoring

programs for underrepresented groups - planned

development opportunities such as assignment to particular

teams and departments - specialized performance feedback

programs