Nobody downloaded yet

Organizational Justice is Vital to Employee Retention - Assignment Example

Comments (0) Cite this document
The goal of this paper to attempt to explain the perceptions of organizational justice and offer solutions to the management of organizations in order to better exhibit justice in their organization. Perceived justice of an organization is central to the retention of quality employees. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER93.8% of users find it useful
Organizational Justice is Vital to Employee Retention
Read TextPreview

Extract of sample "Organizational Justice is Vital to Employee Retention"

Download file to see previous pages There are clearly defined ways to improve the perception of organizational justice by one's employees or members. Samples of some alternatives are; fairness of hiring practices, non-discriminatory policies, allowing for feedback from employees, management fairness training, and a clearly procedural rewards system. As the characteristics of a process (procedural justice) are more closely linked with the perception of justice of the organization and therefore the employee's trust, more research is needed into just procedures. Employees or members of any organization that feel it's policies and procedures are at minimum unbiased are more likely to feel their contributions make a difference to the organization. When employees feel they are valued they establish a relationship with their employer/organization which invites loyalty, dedication, and higher production. Therefore, it is important to measure perceptions of trust and justice to ensure that employees feel they are treated fairly and justly. It is important to evaluate the progress of the company/organization and constantly ensure that its employees are content. This allows for maximum retention, performance, and production.
Organizational Justice is the term used to define people's perception of fairness in an organization. The majority of studies on justice were conducted in the 1960s, but the majority of studies on justice in organizations have been published since 1990 (Charash 278). As it is a relatively newer field, it is surprising the number of studies that have been conducted, Charash mentions 400 studies and 100 theoretical papers. It is therefore obvious that it is an important topic in Business Management.
There are three main types of Organizational Justice; distributive, procedural, and interactional (Charash 278, Henle 248). Distributive justice emphasizes the perceived outcome of fairness and is mainly related to the cognitive, affective, and behavioral reactions to particular outcomes. When an outcome is perceived as unfair, it will affect the employee's emotions and ultimately their behavior in relation to the organization. Distributive justice fails the measure the interpretation of the methods of an organization, it only addresses the outcome.  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(Organizational Justice is Vital to Employee Retention Assignment, n.d.)
Organizational Justice is Vital to Employee Retention Assignment. Retrieved from
(Organizational Justice Is Vital to Employee Retention Assignment)
Organizational Justice Is Vital to Employee Retention Assignment.
“Organizational Justice Is Vital to Employee Retention Assignment”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Organizational Justice is Vital to Employee Retention

Employee retention and development

...the employer and the employee is vital in retaining an employee for a prolonged period. In order to develop stronger relationships between the employer and the employee, the organization should cultivate a feeling in the minds of the employees that the organization belongs to the employees. Democratic management styles can help employers to build strong relationships with the employees. An employee who feels some kind of affection towards an organization may never leave that organization. In short, the success of employee retention strategies depends on the ability of...
12 Pages(3000 words)Essay

Organizational Justice Is Vital to Employee Retention

...Running Head: Organizational Justice Organizational Justice is Vital to Employee Retention (school Perceived justice of an organization is central to the retention of quality employees. If there is no established trust or justice, employees will engage in an "us against them" mentality that is detrimental to their satisfaction and ultimately production at work. Therefore, it is important to measure perceptions of justice. There are three types of organizational justice, procedural,...
8 Pages(2000 words)Term Paper

Employee Retention

...Incentive Compensation (PBIC) have been noted as an efficient instrument improving job retention in the academe and medical fields. This program is based on the premise that the individual compensation of employees reflects their teaching, clinical, research and educational outputs. Crucial to this program, however, is the presence of an effective evaluating and monitoring tool to assigning points to varied disciplines. In a study by Susskind et al. (2000), the effect of administration and organizational maintenance on the work satisfaction and loyalty of employees to the companies were investigated. The study reveals the strong correlation of these aforementioned...
8 Pages(2000 words)Essay

Employee retention

...of the results can provide invaluable information for the organization as well as the exiting individual and help begin defining the potential problem (Fishman, 2009). Employee retention is vital to the continuing and future success of a business. The organizational costs attributed to high turnover rates can prove costly. In order to minimize employee departure, hiring managers should implement strategic steps to ensure new hires gel within the corporation. To keep turnover at a minimum, hiring managers should employ strategic hiring practices, properly train new hires and diligently seek reasons for departures from leaving...
7 Pages(1750 words)Essay

Management and Leadership Assignment #3

...1. What do you believe are the ethical reasons to support or refute an organist and/or mechanistic organizational design. Ethics is a branch of Philosophy, that questions morality, such as good and bad, noble and ignoble, right and wrong, justice and virtue. The value of ethics in an organization is increasing day by day. There will always have some conflict between personal morality and managerial obligations. Normally this conflict makes humans moral creatures. The business organization will be competitive and owners and managers use to make informal decisions about the organizational structures to develop the ethical behavior and moral reasoning of the members within. There are three...
4 Pages(1000 words)Essay

Employee retention

..., it is necessary to also ensure that his thought process is aligned with that of the organization. The interviewer shall enquire the location and shift preference of the employee. It is also important to enquire: What is the background of the employee? How the employee has been in terms of sticking to the deadlines? What are his references? These techniques which ensure that the employee being selected is the best fit for the organizational requirements are the first step towards reducing retention (Peterson, 2005). Creating a Retention Plan While it is important to get good people, it is also necessary to retain them....
8 Pages(2000 words)Term Paper

Employee loyalty and retention

...among the staff influences employee retention. An individual in a supervisory role may build or fail to build positive relationships through actions entailing fairness, non-discrimination, flexibility, provision of feedback, recognition of effort, provision of support and work-family balance among many other considerations. Managers have to be conscious of the importance of employee relations since they are in a position to influence these relations. For instance, horizontal and vertical violence cause higher levels of turnover in practices such as nursing (Stanley 5). Employee relations is related to another factor of loyalty and retention;...
3 Pages(750 words)Research Paper

Employee retention/motivation

...this is a source of income for their livelihood, they have aspirations to do far better in their career after completing their education. The employees therefore, have not got themselves aligned with the goals of the fast food company that they are working for. Thus lack of motivation and attractions of a better opportunity would not take them much to leave. From the organizational perspective, this could be a concern of loosing trained employees for which the need of employee retention would arise. Cost of employee retention The fast food entity would need to bear the cost of employee...
2 Pages(500 words)Assignment

Improving Organization Retention Paper

...issues affecting the organization. The vital role of the consultant is to review various issue such as motivational theories, job analysis and satisfaction to improve recruitment and retention. Motivational theories The two motivational theories that can improve JC’s situation are Reinforcement and Justice Theory. Justice theory ensures that employees in the organization are treated fairly. This theory emphasizes on fairness as well as motivating workers to maintain fairness within workplace and among them (Hughes & Rog, 2008). The theory also comprises of equity theory to ensure that workers work hard to maintain fairness and equity conditions in...
5 Pages(1250 words)Assignment

Employee Retention

...and non-financial rewards. Hence, most retention strategies are designed to meet these two way requirements. Retention strategies which include learning and development opportunities for employees have multi-facet benefits. This research is aimed at exploring these benefits. In addition, it has also shed light upon the risks and possible disadvantages learning and development directed retention strategy carries. Moreover, obstacles in adoption of such retention strategies are also made part of the discussion. INTRODUCTION Human capital management is constantly gaining importance since the realization of fact that employees are...
10 Pages(2500 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Organizational Justice is Vital to Employee Retention for FREE!

Contact Us