Human Resource Management Study Set 10
Quiz 10 :
Managing Employees Performance
Principles of Justice revolves around three main pillars. These are outcome fairness, procedural justice, and interactional justice. The outcome fairness focuses on fairness in the consequences of a decision to all employees. Procedural justice represents that standard procedure to be adopted for the actions taken against the employees. Interactional justice takes employees' feelings of respect, empathy, and dignity while taking actions. Here most of the companies fail to meet the principles of justice. These companies have not met any one of the three principles while communicating with their employees. Walmart completely ignores interactional justice by not taking employee's managers into confidence and ignoring employee's feelings. Delphi company also ignores principles of justice as the company doesn't follow procedural justice and fires Stanley Straughter without any legitimate reasons. Southwest Airlines had launched an automated software program termed as 'absence management' without considering the real issues of absenteeism faced on the real grounds. The manufacturing firm had successfully hired a consultant who could track the underground reasons for absenteeism in one of the departments. The given examples show that most of the companies are insensitive towards their people's needs and don't pay attention to employee's feelings, organizational procedures, and even consequences of their decisions. It gives an idea that the companies only practices such things on papers and do not follow these principles on real grounds.
No-smoking policy has been seen as a welcoming step in the companies around the world. The health insurance costs is on the higher side and the companies are taking every important step to cut down the employee health benefits costs and improves the health and productivity graph. The only concern is that the policy should be implemented and monitored in the phased manner. No smoking policy at Scott's Miracle-Gro company fails to meet the principles of justice in the case. The company neglects interactional justice which takes care of employees' feelings of respect, dignity and privacy. It started intruding the privacy and behaviors of the employees to keep healthcare costs in control. Instead the company could launch some health and wellness training programs which could make them aware and understand the negative consequences of tobacco and other health-related ailments. The company should try to communicate the benefits of controlling or quitting such practices linked with employees' personal and professional benefits.
Organizations involve certain separation practices with the aim to meet the principles of justice. Below mentioned are the examples of poor separation practices: 1. Electronics retailer terminated 400 workers and notified them through e-mail stating that you are eliminated and are required to meet the manager to discuss their severance pay. 2. A salesperson in City L received a text message from her employer stating that she is terminated. 3. A consulting firm providing Human Resource services hired a contractor for providing the news of termination to its employees. The above mentioned examples are of poor separation practices. It failed to follow the principles of justice that is interactional justice. According to interactional justice the employers should take in to account the employees feelings when communicating termination news. Employers should properly communicate the employees regarding their termination that is they should use proper tone and method of communication and should also give them a chance to communicate their views. In all the above mentioned examples employee was not communicated through a proper mode and also they were not given any chance of communication of their views.