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Abusive behavior in the workplace
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As an employee, we truly want an authority to be trustworthy in a working relationship. Therefore, employees need an observable behavioral evidence that an authority is trustworthy. This can be measured from the four dimensions of justice. There are four types of justice that can judge the fairness of an authority’s decision making. Distributive justice, procedural justice, interpersonal justice, and informational justice can be used to describe how employees are treated by authorities. These actions can be translated into a behavioral data that an authority can be trustworthy. All of the dimensin complement each other in satisfying employees trust levels.
Distributive justice, it reflects the understanding in fairness of outcomes. In a working relationship, employees certainly want equal pay, rewards, evaluations,
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This can be showed in the two rules of interpersonal justice. Respect rule explains that employees want authorities to treat them in a dignified manner. Moreover, propiety rule explains that employees want to be treated with appropriateness. These things are helpful to combat rude and disrespectful authorities or when they refer employees with inappropriate labels. Furthermore, by having this rules of interpersonal justice, it can prevent abusive supervision like using hostil verbal and non verbal behaviors.
We need the two rules, because such actions cost U.S business a lot of money due to absenteeism, health care costs, and lost of productivity. Over 15% of employees are victims of abusive behaviors from angry outbursts to public ridiculing. Abused employees usually get more anxiety, burn out, lost of productivity and less satisfaction in their lives. A study showed that positive interactions are more common, but negative interactions are more stronger to damage relationships between employees and authorities when
Leaders who treat their employees with fairness, honesty, and provide frequent, accurate information are seen as more effective. According to Robbins and Judge (2014), “trust is a primary attribute associated with leadership and followers who trust a leader are confident their rights and interest will not be abused” (p.193). The old General Motor Corporation had eleven different CEO’s from 1923 until 2009 each with their own unique leadership style, which directed employees toward the organization goals. Unfortunately, many of the top level managers under the CEO’s had the tendency of filtering out information that did not match up with their pre-conceived notions about a particular issue and they lacked upward communication. One consumer goal of General Motors was to build trust in the company so people would be repeat customers, but building trust between employees and establishing an ethical culture was not a top priority of the organization. Goal directed leadership alone is important, but differs from a structure of leadership based on ethics. It is important to note, that effective leadership may not be the same as leadership founded on ethical principles. Business competence must exist, along with personal leadership accountability in ethical decisions. Within the General Motors organization, ethics and leadership did not interconnect; there were misalignment between the
Effective organizations are able to clearly define their ethical expectations by setting high moral standards, writing codes of conduct, and utilizing mentoring programs. “Masters provide your servants with what is right and fair, because you know that you also have a Master in heaven” (Col. 4:1). When organizations clearly define their ethical expectations to their subordinates, they are much more likely to treat their customers fairly. Customers who are treated fairly are much more likely to be loyal consumers of the products or services that the company provides. This helps to establish a loyal customer base that a business can depend upon, thus providing a predictable source of annual revenue. If an employer treats their employees with respect, honesty, and with candor they’ll give the customer 110% (Rion, 2001).
Lorraine Stutzman Amstutz states how schools that claim they are following restorative approaches through their policies in discipline are not necessarily restorative, but have enough flexibility to allow a restorative response.
Teleological reasoning is reasoning from the “telos,” meaning of the goal, the end or the purpose of something being distributed. This is Aristotle’s way of positioning the idea that the appropriate purpose of a social goal results from reason from the telos which ties into Michael Standel’s lecture “Arguing with Affirmative Action.” Now the question arises; is Aristotle correct? Is it so that justice is giving people their dues? Perhaps this is true when one considers the respects of equality. All in all there are several ideas to consider however; perhaps affirmative action has become solely a temporal way of alleviating the discrimination done in the past.
Distributive justice refers to the social issue of how resources will be dispersed amid members of society. For distributive justice to be achieved, it is essential for commodities to be allocated equitably. The question arises of who gets what and should government intervene in this process? Everyone has their own opinion of how resources should be distributed. In the society we live in you need resources to get ahead and unfortunately those who have wealth attain better access to such resources.
Crampton, S. M., & Hodge, J. W. (2008). Rudeness and incivility in the workplace. Journal of Leadership, Accountability and Ethics, 41-48. Retrieved from http://search.proquest.com/docview/197584978?accountid=12085
...g. However, given that I don’t like conflicts and that I am amenable and greatly value relationships, I would not be so hash in implementing these rules. For example, I will give ample warnings and will reprimand my subordinates as nicely as possible. I will also make sure that penalties and punishments for misdeeds are just and fair.
Educate before you enforce: All of your staff needs to understand your expectations before they can be enforced. Respectful communication is key and again you have to give respect to receive
Justice is being fair, impartial, honest, and treating each individual equally. Additionally, justice is ensuring access, benefits, and opportunities are available equally to all individuals. Justice should be applied to every situation in one’s life. In doing so, one can ensure the best possible actions were taken in treating individuals impartially, honestly, equally, and fairly.
Organizational trust is necessary for businesses, as it benefits both the organization and its stakeholders; a stakeholder being an employee, customer, supplier, or bondholder. In Cheney (2009) reading, he referenced three major communication levels in terms of communication related situations, two of which being deception and concealment. Mistrust in an organization occurs when there is isolation, self-interest, and self-preservation; deception and concealment are a part of a lack of communication that can lead to issues and crisis situations. There is an importance to communicate to develop trust, trust is a necessary component of human life that facilitates cooperation and organization. There are three subcategories of trust (trusting beliefs) that Kodish (2017), highlights in her article that relates to ethical imperatives: competence, integrity, and
However, meeting the four qualities is not a sustained mechanism to promote lifetime trust in the workforce. Another side that is critical in the establishment of a better working environment are the distinctive job characteristics obtained by employees. These characteristics are tenure, amount of training, membership in trade union, and wage payments, and the different level of these characteristics often yields to different level of trust. Based from the
Of course I looked “justice” up in the dictionary before I started to write this paper and I didn’t find anything of interest except of course a common word in every definition, that being “fair”. This implies that justice would have something to do with being fair. I thought that if one of the things the law and legal system are about is maintaining and promoting justice and a sense of “fairness”, they might not be doing such a spiffy job. An eye for an eye is fair? No, that would be too easy, too black and white. I could cite several examples where I thought a judge’s or jury’s ruling was not fair, but I won’t because frankly, we’ve all seen those.
Research has shown that most employees in the business world are willing to work and produce expected and desired results for their organizations if, and only when they feel, the organization treat them fairly, listen to their plights, give them the opportunity to showcase their strengths, and that is why Milukat et al (1990) confirmed that such treatments in which the managers do not care for the dignity of the employees, be harsh to them and indulge in the breach of trust, are denoted as unfair interactions. According to Leventhal et al (1980), the requisites for employees perception of fairness are the procedures that are consistent, provide the information, equitable, based on rules, allow voice and are bias
Justice in a way can and will be a way of revenge, a punishment, payback or whatever you want to call it, but It is the satisfaction of seeing someone who caused us hard, being punished. We all grew up with an ideal set of mind of our governments and how they work, but that also depends in the country which you reside in. depending in the country you were raised in you have your own opinions of what justice is and how the government works. All those opinions will be based on the reflection of the government and the society you’re part of. Justice won’t be distributed the same way in every country, corruption, extortion, duress, and so many other factors are taken in consideration while talking about the justice system of each country. Justice