Fairness implies the elimination of one’s feelings, prejudices and desires to achieve a proper balance between conflicting interests (Bragg, 2002). This implies that fairness should be seen to be practiced irrespective of relations at work. Coetzee (2005) urged that employers need to pay competitive wages, create and administer policies that are unbiased, offer competitive benefits, provide timely, accurate and useful performance appraisals, promote the most qualified employees and develop employees by providing opportunities for growth. Friend, Danny, Bellenger & Boles (2009) indicated in a study that organizational fairness is a measure of perceived equity. This means that the higher organizational fairness, the higher the degree of commitment.
Giving employees the opportunity to state their concerns, play a vital role in ensuring interactional justice. When an organisation is treating employees the same the employee tend to feel valued by the organisation. As a result they commit to the organisation for longer period. Van den Bos, Lind and Wilke (2001) argued that fairness judgments are formed quickly, easily become entrenched and they are key in decision making
2.2.4.2. Trust
Coetzee (2005) indicates that trust is something that organisations need to take serious and it starts with the employers who needs to create an environment of trust. The researcher further stressed that if employers wish to develop and maintain trust they should be consistent,
1.The robber barons were Andrew Carnegie JP Morgan and John D. Rockefeller. These individuals were known as robber barons because they were eliminating competition by high pricing and overcharging while managing their monopoly.
2. Trunk lines were four major railroad networks that emerged after the civil war which connected eastern sea ports to western rivers as well as great lakes. The federal government loaned $65 million to western railroads and donated millions of acres.
Another way of stating this would be it is how employees in an organization are equally paid in relation to those who perform similar jobs within their organization and in relation to those performing similar jobs in other organizations. There are several factors that must be considered. These factors include skill level, responsibility of the role, and working conditions.
One would think that the concept of equal pay for equal work is a fundamental human right. The Fair Act Law has as its goal to stop discrimination related to the under-valuation of work traditionally performed by women.
To me—the foulest man on earth, more contemptible than a criminal, is the employer who rejects men for being too good.” (Rand 665) When one cannot accept another has more value, knowledge becomes limited. Equality's rejection of
Equality insures that individuals have the same opportunities and not discriminating them for their: race, sexuality, culture or beliefs. Example: if a care worker declines one of the service user the right to join in group activities because of their race or disability. This would be known as failed to apply equality in their work.
It is exactly that mindset, she argues, that creates so many boundaries and limits for minorities. She believes that unconscious bias, or explicit prejudice, leads to a detrimental lack of diversity in the workforce. (Abdel-Magied, 1:37) The unconscious bias that we all have, she says, is harmful to society because there are people who are just as qualified to be in certain positions, but are sometimes held back merely because of race, religion, disability, class, or
Equality means treating every individual with the same opportunities as others and attending to their needs in a fair and respectful way. Treating them the way they would like to be treated
C. Inclusion.
This refers to including every individual the same opportunities and choices as others. Joining in with activities, days out, visits to other organisations.
Annotated Bibliography
Gender equality in the workforce is a subject that has been researched throughout the years. Following the Civil Rights Movement in 1964 when sexual discrimination was outlawed, and in 1967 when President Johnson amended the bill in 1967. Researchers believe that discrimination is a thing of the past. Although, in 2012 Walmart faced nationwide lawsuits for discrimination (Hines, 2012).
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
In their terms, Myatt described fairness in a realistic term that was life-related, of always using the term in an imperfect way. Furthermore, he wanted to change so that people could have the good healthy state of mind. The term fairness to Kubic means that the world does not know how to be equal to everybody and he used the Electoral College to explain his own term of fairness. In the story “Life Isn’t Fair - Deal With It,” he explained why life is not fair and how you can deal with it by doing it yourself instead of blaming other people for your mistakes. This is why he concurs that life is not fair so deal with whatever our own lives throw at us now because that is is based off mainly on the decisions you devise.
1. Introduction – ethics – what are they?
Ethics (or moral philosophy) is the kind of philosophy that define concept of right or wrong conduct. In practice, ethics try to resolve questions of human morality, by explaining concepts of good and evil.
Ethics, culture, morals – are bind together, they are embedded.
There are many concepts that underpin discrimination and many theories to draw from this paper will detail and explore the definitions, concepts, and theories such as Stereotyping, Social Identity Theory, and Conflict Theory which are all to the fore in prejudice and discrimination. It will seek to examine current research and suggest strategies based on best practice and evidence to combat discrimination and prejudice within organisations to allow for a healthy productive workforce.
Prejudice is an unjustified or incorrect negative attitude in the direction of an individual based exclusively on the individual’s affiliation with a social group, a prejudiced person might not act on their attitude.
Supply Chain Management (SCM) department encounters a number of different stakeholders. Many different working relationships take place within each individual work on, from colleagues to clients, stakeholders, and suppliers. The internal supply chain that delivers the service is complicated and requires the co-ordination and co-operation of individuals and teams who have different skills and priorities. Hence, understanding stakeholder needs and working effectively with them is critical to the success of the procurement team. Cleland (1995: 151) recognised the need to develop an organisational structure of stakeholders through understanding each stakeholder’s interests, and negotiating both individually and collectively to define the best way
It is important for teachers to create an environment that promotes fairness in order for students to succeed. Equality and equity are both needed to do this. Equality in a class means every student has the same opportunity to succeed. Making accommodations for students is called equity. This is needed in a class to ensure an equal opportunity to succeed is possible for every student.
Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).
