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Contents Organizational justice: 1 1: Distributive justice: 1 2: procedural justice: 2 3 interactional justice: 2 Importance of organizational justice: 2 CONDITIONS OF ORGANIZATIONAL JUSTICE IN PAKISTAN 3 Organizational citizenship behavior: 3 Definition and concept: 3 Kinds of organizational citizenship Behavior: 3 Altruism: 3 Conscientiousness: 4 Civic virtue: 4 Importance of organization citizenship behavior: 4

Organizational justice:
Organizational justice shows the thinking of the employees that are working in the organization how they are being treated fair or unfair.
Organizational justice word was first used by green burg (1987) which reflects the behaviors of individuals towards fair practices in the organization. Justice define the action or judgement that is ethically and properly right in terms of injustice we can take an example of a women doing the same job as a man can do but getting the low salary.
This play an important in role in making organization reputation and their working environment.
Their behaviors are also associated with their working environment, and the main thing the job satisfaction and their attitudes towards the company development if organizational justice is not there in any organization their overall working environment and all the things are being disturbed, turnover is on high and the workers who are worthy will leave the organization and organization have really impact of it and there will be the culture of unfair practices in the organization
According to their attitudes towards justice we divide organizational justice into three groups
1: Distributive justice:
Distributive justice compacts with the fairness of allocating equal resources to everyone at equal level at the same hierarchy and status it was mainly resultant from the work of Adam (1965)
In organization there should be fairness when allocating the resources, politics, salary, benefits, work burden, community involvement and religious activities
2: procedural justice:
Procedural justice deals with process of outcome means in the process there is fairness or not
After ten years Thibaut And walker with the studies of Adams explore a new perspective of organization justice named as procedural justice it main concept was based on the process which are lead to the outcomes and determine that this is fair or not.
Thibaut and walker think that if the employees are being involved in the process with lead to the outcome they perceive that the outcome as a fair come because they are part of it.
3 interactional justice:
Interactional justice deals with employees' thinking about personal behavior used during the illustration of judgments and actions. It involves various socially sensitive actions, such as when Managers respond employees with dignity and respect
Bies in (1986) they said their an side of organizational justice named as interactional justice which mainly emphasis on the perception of employees and their interpersonal behavior during the different decisions and processes, it also includes different behaviors social, critical thinking’s like the employers should treat their employees with esteem and dignity

Importance of organizational justice:
Any company in this world A culture that in ethics and amenability will not exist without organizational justice. In the company supervisors and workers observe that there is internal justice system is not working properly, the company have to be able to substitute the critical morals of honor and self-confidence. This may destroy company ethics and company having turnover and being unethical and bad word of mouth is being spread which consciously affect the company image and the chance of growth.
A company is its own world. A culture of ethics and compliance cannot exist without organizational justice. Company managers and employees observe that the internal justice system does not work, company will not be able to substitute the serious values of integrity and trust. The company’s environment and culture will become difficult to bear, mistrust and panic will grow, and ultimately serious misconduct is more likely to occur.
If any company faces serious questions as on its capacity to organizational justice, thoughtful remedies should have to be implemented. If the internal justice systems are seemed as unfair or any unresponsive, managers and employees should not trust the system and intend to not report assumed misbehavior.
.
CONDITIONS OF ORGANIZATIONAL JUSTICE IN PAKISTAN
Organizational citizenship behavior:
Definition and concept:

Denis is also known as father of studies on OCB he explain OCB that it is the individual dictionary behavior directly or clearly identified by the formal reward system in the organization and its reflect and promote the smooth and effective organization system
Organizational is linked with different positive attitudes and behaviors at workplace (konovsky & cropanzano-1991, Barling &wiesenfeld-1996) they said justice should have to be on the core value of organizational and management practices to have a competitive edge.
The contribution of employees is very essential to any business and as the business are going to the global level and competition is on high market and consumers wants are changing day by day in short time period this changes lead to employees to do more and something innovative and show the positive behaviors like accountability collaboration and quality of organization behaviors studies of (McFarlin and sweeny,1992) said that organizational justice positive perception is important to individual also and lead to the great organizational outcomes if they violate norms of fair treatment they will receive a bad reactions and low organizational justice

The positive justice perception of the employee lead to the organizational citizenship behavior
Recent studies shows that procedural justice and international justice are the main contributor of OCB but the importance of distributive justice has also play a supportive role in OCB Organ (1990) the concerns of distributive justice may concerns influence organizational citizenship behavior that will be according to the predictions by the equity theory of ADAMS 1965 if the employees having low pay the chances of low organizational citizenship behavior increases and these type of behaviors are optional & dropping outside an worker’s formal part necessities. If the person is not performing the OCB means he is not following the job description of their duty the outcome of these low OCB behaviors lead to official sanctions, or may have to sacrifice with rewards by formal reward system in oppose to this if the person has positive behavior according to OCB have voluntary behavior to adjust in any environment and input portion of the equity ratio calculation
Kinds of organizational citizenship Behavior:

Altruism:
Altruism consist of helping behaviors of employee may be outside the organization or inside the organization no direct link is there, or direct relationship, between every case of helping behavior and to have a specific goal for the organization. This idea is that over time, the things related to helping behavior will finally be beneficial for the organization (Organ 2006)
The definition remained much as it was defined by helping behaviors of the persons which effects the helping to their work colleague to a specific work related to their organizational relevant tasks or problems
Conscientiousness:
Conscientiousness comprises of the different behavior’s that belong to the persons minimum role requirement of the organization and how he/she is going beyond to their requirement this show the employees behavior that he/she accept the company rules and regulations.
Conscientiousness is a sample of going well beyond minimally required levels of attendance, punctuality, and tidiness, penchant near preserving resources, and this overall give an impression a of that the employee perceived himself as a part of the organization internally and want to do extra efforts for the company to prosper more and perform well. (Podsakoff and MacKenzie, 1997

Civic virtue:
Civic virtue consists of the positive participation in the employee in the politics within the organization and having a opportunity to freely express their opinions and have the authority to share his views with other employees attending meetings and things connected with the organization (Podsakoff et al, 1990, 1(2): 107-142).
Civic virtue shows an interest of an employee at macro level that how much he is committed with the organization and also show the interest of an employee in participation in different events of the organization monitor environment for threats and opportunity and to make working environment better and remove flaws.
When these types of behaviors are seen in the employees of the organization it means that they have adopted the organization citizenship behavior in them and fell as they are part of that organization (Podsakoff et al, 2000: 513-563).
Importance of organization citizenship behavior:

Employees are the significant part for the motivation that comes from the appreciation they will get from the managers for a well done job status and the feeling of the individuals that they are the part of organization (Agarwal and Ferratt 1999; Gomolski 2000). In his study, appreciation practices leads to extended vacations, tickets to a cricket match, organizational recognition event and other ways (e.g., cash awards) by any organization perceptibly signals its gratitude of outstanding performances and happenings.
The image of any organization and their success depends on organizational promise that can be improvement by the participation of the employee. (Denton, 1994) in the building process of the organization the employee play a great role through its Organizational citizenship behavior. (McEwan & Sackett, 1997). Old researches shows that organizational promise increases along with the work authorization awareness increase.( Liu ,Chiu &Fellows, 2007).organizational learning is simplified by enabling the employees enhances the assurance level. (Bhatnagar 2007).

Refrences : http://sibresearch.org/uploads/2/7/9/9/2799227/riber_k13-103_351-383.pdf http://blog.volkovlaw.com/2015/03/the-importance-of-organizational-justice/ http://article.sapub.org/10.5923.j.hrmr.20130304.02.html http://www.ukessays.com/essays/management/organizational-citizenship-behavior-the-outcome-of-organizational-commitment-management-essay.php
http://irjbm.org/irjbm2013/January/Paper8.pdf

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...070110354 Özge Özalanyalı Why is positive reinforcement important in the workplace? Reinforcement is a process of strengthening a directly measurable dimension of behavior. When a favorable outcome, event, or reward occurs after an action, that particular response or behavior will be strengthened. In the workplace, each employee’s performance is important in an organization. As employee’s behavior is strengthened or increased based on consequences and purposes such as increasing productivity and improving the morale of an individual or department, supervisors use positive reinforcement. When new employees may have concerns about fitting in with the culture of the workplace, positive reinforcement provide new employees to decrease these concerns and help the employee relax and feel more confident by training or orientation process. Moreover, to facilitate the creation of a profitable program, every feature of the incentive program must be suitable to the participants' interests. Positive reinforcement provide successful incentive program requires clearly defined rules, suitable rewards, efficient communication strategies, and measurable success metrics. Also, positive reinforcement increase the desired behavior reoccurring in the future. If workers receive repeated praise or encouragement for good performance, they continue to do it. For instance, when employee continues to receive positive feedback from his/her supervisor, he/she who receiving praise for arriving at......

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