...According to Phelps (1987), Distributive justice concerns the nature of a socially just distribution of goods in a society. A society where related inequalities in outcome do not surface would be considered a society guided by the principles of distributive justice. The concept includes the available quantities of goods, the process by which goods are to be distributed, and the resulting distribution of the goods to the members of the society. Distributive justice concentrates on outcomes. (Phelps, 1987) Distribution in economics refers to the way total output, income, or wealth is distributed among individuals or among the factors of production. Factors included in this are labor, land, and capital (Atkins, Bourguignin, ed., 2000). In general theory and the national income and product accounts, each unit of output corresponds to a unit of income. One use of national accounts is for classifying factor incomes and measuring their individual shares, as in National Income (Atkins, Bourguignin, ed., 2000). But, where focus is on income of persons or households, adjustments to the national accounts or other data sources are frequently used. Here, interest is often on the fraction of income on the factors that might affect them such as, globalization, tax policy, technology, etc.. (Atkins, Bourguignin, ed., 2000) Governments continuously make and change laws affecting the distribution of economic benefits and goods in their societies. Almost all changes, from the standard tax...
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...against distributive justices it says that the patterned principles of distributive justice takes away the wealth from the upper class who worked long and hard for their success. Nozick gives examples as to how this would be done, he concludes that through the process of distributive justice many people will benefit off the success of others. The next premise for this argument says that by acquiring wealth from someone else’s labor is equivalent to taking their time. This means that the principles of distributive justice, directs people to work harder so that others may benefit. This premise means that distributive justice takes more from those who have achieved success and redistributes their success to someone who...
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...Justice¬¬¬ concerns what is due or owed to persons, especially with respect to benefits and burdens. In public life, we have an obligation to treat all people equally, fairly, and impartially. The principle of justice is often formalized by rights every person has in society. Distributive justice goes further to specify the concern of how social goods like health care should be distributed across persons. One theory of distributive justice is Egalitarian Theory. This theory focuses on how some people fare relative to others. This is where there is an equal access to certain goods, when access is necessary to meet people’s claims of need, and when these claims are given equal weight across people (Glanon, 144). The chapter discusses how the theory does not support the current healthcare system where it is a good that is purchased. Many people cannot afford health care and it is not paid for or covered by their...
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...In the article titled “An Immigration-pressure model of global distributive justice”, Carvallero talks about how International laws concentrate opportunities in some societies while it limits them in others. Putting up boarders prevent those who are in less favored societies from gaining access. He argues that though each country should have their own discretion with immigration and illegal aliens, that same country should be obligated to help other countries of where the immigrants are coming from. (2006). Distributive Justice is defined as the proper distribution of things like wealth, power and rewards between different people. Distributive justice refers to what society owes it individual members in proportion to their needs and available resources. The principles around this concept implies that society has a responsibility to that...
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...Abstract: The core value of a harmonious society is justice.In the construction of our harmonious socialist society,all kinds of western political theories can be used for references in our critical review;for example,the communitarian view of justice in contemporary western countries can provide us with some enlightenment.We may trace the theoretical origin of the communitarian view of justice to ancient Greeks.From ancient Greek to modern times,many philosophers studied community,among whom Aristotle and Hegel have exerted the greatest influence upon the communitarian view of justice.The practicing and widely spreading of liberalism in political and social areas caused negative effects in the western society,such as the flooding of extreme individualism,the absence of virtue,the weakening of state functions,which together constitute the very social background of the communitarian view of justice.The communitarian view of justice is based on community and insists that any individual cannot exist outside a certain community, an individual’s identity and attributes are determined by his society, and are thus social products.Social values and ends exist before the self,and determines any particular.These values and ends are not apriori,but are formed by history and culture.The axiological foundation of communitarianism is the priority of good over right,i.e., the priority of common goods over individual rights.Communitarians place stress on public goods,and hold that individuals’...
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...cases. Velasquez, Distributive Justice Rich Dead, Poor Dead Kelo vs. City of New London _____________________________________________________________________________ Distributive Justice Manuel Velasquez Questions of distributive justice arise when different people put forth conflicting claims on society's benefits and burdens and all the claims cannot be satisfied. The central cases are those where there is a scarcity of benefits such as jobs, food, housing, medical care, income, and wealth-as compared to the numbers and the desires of the people who want these goods. Or (the other side of the coin) there may be too many burdens - unpleasant work, drudgery, substandard housing, health injuries of various sorts-and not enough people willing to shoulder them. If there were enough goods to satisfy everyone's desires and enough people willing to share society's burdens, then conflicts between people would not arise and distributive justice would not be needed. When people's desires and aversions exceed the adequacy of their resources, they are forced to develop principles for allocating scarce benefits and undesirable burdens in ways that are just and that resolve the conflicts in a fair way. The development of such principles is the concern of distributive justice. The fundamental principle of distributive justice is that equals should be treated equally and unequals, unequally. More precisely, the fundamental principle of distributive justice may be expressed as...
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...The Case of the Transferred Employee The case study of the transferred employee is a narrative that explains a situation where someone within a healthcare organization is going against what is ethically right to avoid negative repercussions by human resources and his supervisor. This is an act that happens all the time within organizations. I believe this to be true because I have personally seen it done. I can see how the supervisor in this case study would have a very difficult time deciding on how to follow through with what he should do. It is easy to say that one would just go against their administrative leader on paper but it would be way more difficult in actuality. Especially when you know that this leader is your boss and controls your future. I will try to answer what I would do in this situation. What do you do? As explained before I could see how this would be difficult to decide what I would do with this situation. Do I do what I know is ethically right or do I please my boss who controls my job status and my future? I made a decision right away when I first came into a leader role within my healthcare organization. My decision was based off the fact that I knew I was going to have to make tough decision as a leader. Decisions that I knew would make some happy and others very upset. So I decided that no matter what I was going to make decisions off what I thought was ethically and morally right and then I was going to live with the outcomes...
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...This article was downloaded by: [The University Of Melbourne Libraries] On: 02 September 2015, At: 02:39 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: 5 Howick Place, London, SW1P 1WG Accounting and Business Research Publication details, including instructions for authors and subscription information: http://www.tandfonline.com/loi/rabr20 Fairness in performance evaluation and its behavioural consequences a Mahfud Sholihin & Richard Pike a b Universitas Gadjah Mada , Indonesia b School of Management , Bradford University , Emm Lane, Bradford, BD9 4JL Phone: +44 (0)1274 234393 Fax: +44 (0)1274 234393 E-mail: Published online: 04 Jan 2011. To cite this article: Mahfud Sholihin & Richard Pike (2009) Fairness in performance evaluation and its behavioural consequences, Accounting and Business Research, 39:4, 397-413, DOI: 10.1080/00014788.2009.9663374 To link to this article: http://dx.doi.org/10.1080/00014788.2009.9663374 PLEASE SCROLL DOWN FOR ARTICLE Taylor & Francis makes every effort to ensure the accuracy of all the information (the “Content”) contained in the publications on our platform. However, Taylor & Francis, our agents, and our licensors make no representations or warranties whatsoever as to the accuracy, completeness, or suitability for any purpose of the Content. Any opinions and views expressed in this publication are the opinions and views of the authors...
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...Literature Review The study of organizational justice refers to the perceived outcome of fairness in the workplace. Organizational justice come in three forms: Distributive justice, procedural justice and interactional justice. McShane refers to distributive justice as the perceived fairness in the individual’s ratio of outcomes to contributions compared with a comparison other’s ratio of outcomes to contributions. Where as procedural justice is the fairness of the procedures used to decide the distribution of resources (McShane, 2013, p. 155). Interactional justice was also first introduced as the sensitivity to the quality of interpersonal treatment they receive during the enactment of organizational procedures (Bies & Moag, 1986). Distributive justice refers to the perceived fairness of the outcome. This was primarily based off the equity theory: a theory explaining how people develop perceptions of fairness in the distribution and exchange of resources (McShane, 2013, p. 156). This meaning an individual perceives whether or not there is a fair ratio between their inputs and outcomes. An individual’s input can range from numerous things such as: knowledge, effort or experience in exchange for outcomes such as: rewards, recognition, pay or satisfaction (Foster, 2008, p. 26-27) Procedural justice focuses on the fairness in the procedure in which resources are distributed. The first way to improve procedural justice is to give the employees a voice thus making them feel...
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...Consensual Relationship Agreements Case Study AnnMarie Bus 520 Leadership and Organizational Behavior Leonardo R Serrano, PhD January 27, 2013 Consensual Relationship Agreements Case Study For many people, we have grown up sharing intimate glimpses into the love lives of our favorite television or soap opera characters who found romance within their work environment. At the “Daily Planet”, we observed Clark Kent and Lois Lane navigate the delicate path of working with each other while engaged in a relationship. Jim and Pam Halpert from “The Office” had to walk the fine line of performing effectively at their jobs while working together first as friends and then later, as a married couple. Just as these characters have found love within their workplace, in reality many of us find ourselves observing or even participating in romantic relationships amongst our own colleagues. In contemporary society, many companies are faced with the dilemma of trying to manage the workplace romances that occur on a daily basis. Businesses may exercise Consensual Relationship Agreements (CRAs) (Hellriegel & Slocum, Jr., 2011) as a means to control the inevitable work place dating which occurs within their company; while other businesses may decide to forgo having a CRA as a policy for their employees. There are both positive and negative implications to implementing a Consensual Relationship Agreement within the work place. Ethical principles also can arise from having such...
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...Principle of Distributive Justice Considered as one type of justice, distributive justice is a central concept in the Catholic tradition and is closely linked to the concepts of human dignity, the common good, and human rights. Considered as an ethical principle, distributive justice refers to what society or a larger group owes its individual members in proportion to: 1) the individual’s needs, contribution and responsibility; 2) the resources available to the society or organization (market considerations would be included under this, as well as other financial considerations); and 3) the society’s or organization’s responsibility to the common good. In the context of health care, distributive justice requires that everyone receive equitable access to the basic health care necessary for living a fully human life insofar as there is a basic human right to health care. The principle of distributive justice implies that society has a duty to the individual in serious need and that all individuals have duties to others in serious need. In decisions regarding the allocation of resources, such as rationing decisions, the duty of society is not diminished because of the person’s status or nature of illness. Everyone is entitled to equal access to basic care necessary for living in a human way. Triage must presume an essential equality of persons. In other words, allocation decisions should not be based upon judgments of the quality of persons. Benefits and burdens should also be...
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...A. Analysis Document for Anne Ewers on Issues with Merger Process 1. Bill Bailey, chairman of the board of the Utah Opera Organization, could use the Equity Theory of motivation to oppose the merger. Much like the five levels of needs determined by Maslow and the two factors of motivation as classified by Herzberg (intrinsic and extrinsic), the Adams’ Equity Theory of motivation states that positive outcomes and high levels of motivation can be expected only when people perceive their treatment to be fair. A person can develop a belief of inequity when assessing whether they have received adequate compensation for their contribution (Kreitner & Kinicki, 2010). So it goes, when people feel fairly or advantageously treated they are more likely to be motivated; when they feel unfairly treated they are highly prone to feelings of cynicism and dissuasion. The way that people measure this sense of fairness is at the heart of Equity Theory. Mr. Bailey’s perception of inequity is identified in his concern over the financial strength of the symphony vs. the opera. The opera has reserves and is financially stable whereas the symphony has not reached its fund-raising goals and has a more inflexible schedule than the opera. He also has concern that the opera would lose its identity. 2. Scott Parker, chairman of the board of the Utah Symphony wants to convince Mrs. Abravenal to support the merger. One way to do this might be appeal to Mrs. Abravenal’s need for esteem...
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...HROB 2100 Selecting, Retaining, and Motivating Employees Within the Workplace The topic of human resource and understanding organizational behaviors has been becoming more and more relevant, important, and crucial to the underlying success of a business. That is why more and more businesses today are adapting and implementing the practice of HR programs and organizational behaviors. Expanding on the thought of HR programs and organizational behaviors, they both stem from the managerial position and each managerial position within a business is responsible for integrating and incorporating these HR and OB theories and practices. As a manager, you would integrate both of these theories and create a foundation that becomes a guideline to be based on selecting, retaining, and motivating your employees. However before these guidelines are made, they are all determined and influenced by the company’s particular structure, culture, and strategy, which is different for all businesses and an example of this can be found virtually in any business operation. Therefore if I were the manager of a business the matters of selecting, retaining, and motivating employees would depend on the type of business I was working for, their specific culture, structure, and strategy. For example Hoover (2009) Disney is the world’s second largest conglomerate and only second to Time Warner’s (p.1-2), which easily affirms and attests to the success of their business, when you look at a business like...
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...individual-level cultural values on social exchange relationships involving organizational justice and organizational citizenship behaviour (OCB) in Pakistani organizations Samina Quratulain* Abdul Karim Khan* CERGAM, Université Paul Cézanne Aix-Marseille-III, France ABSTRACT The relationships among employee’s work related variables, cultural variables and OCB are investigated in Pakistani work setting. Based on the review of literature it has been observed that perceived organizational justice (procedural, distributive & interactional justice) is an important antecedent of OCB. This study intends to extend the previous research by assessing the validity of social exchange theory within Pakistan where norms of reciprocity (social exchange ideology) may play a lesser role in social exchange relationships. The primary objective of the study will be to compare the influence of individual differences in values using Hofstede’s cultural value framework (collectivism-individualism, uncertainty avoidance, masculinity-femininity, Power distance) as moderators of generally well established positive relationships between OCB & employee’s perception of organizational justice. The results will provide insights into the influences of employees value differences on relationships established in management literature. Keywords: Organizational citizenship behaviour; Individual-level cultural values; Perceived Organizational Justice, Social Exchange Relationships Authors are Doctoral candidates at IAE Aix...
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...Influence Their Followers' Motivation Through Organizational Justice Carl Deschamps, researcher, Universite Libre de Bruxelles, and Solvay Brussels SchoolEconomics and Management, Brussels, Belgium; Natalie Rinfret, PhD, CRHA, professor, Ecole nationale d ‘administration publique, Chaire La Capitale en leadership dans le secteur public, Quebec, Canada; Marie Claude Lagace, researcher, Ecole nationale d'administration publique, Chaire La Capitale en leadership dans le secteur public; and Catherine Prive, researcher, CRHA, Alia Conseil Inc., Quebec, Canada E X E C U T I V E S U M M A R Y In the past decade, the reform of Quebec's healthcare establishments has resulted in a reduction in the number of institutions through mergers and closures. In this report, we investigate the consequences of reform by looking at managers' motiva tions and related mitigating factors. We examine the influence that transformational leaders have on their employees' motivation through organizational justice. Using a survey of 253 healthcare managers, we describe how the positive impact of transfor mational leadership on motivation is fully mediated via different aspects of organiza tional justice. The results indicate that while transformational leaders influence each type of organizational justice, followers' motivation is affected primarily by proce dural and interpersonal justice and little by distributive justice. For more information about the concepts in this article...
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