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The Importance Of Fairness In The Workplace

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2.2.4.1. Fairness

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,
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