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
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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
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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
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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
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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
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Transformational Leadership and Change: How Leaders 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
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from the agent–system model of justice specifying that, among the different types of justice, interpersonal and informational justice explain the most unique variance in counterproductive work behavior (CWB) directed toward one’s supervisor, and procedural justice explains the most unique variance in CWB directed toward one’s organization. I also tested whether individuals’ desires for revenge against one’s supervisor and one’s organization mediate certain justice–CWB relationships. Results (N ¼
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failure of services was hypothesized to moderate the relationship between perceived justice and recovery satisfaction for mail order and the restaurant industry. Their result specifies that service failure severity had negative relationship with satisfaction by means of service recovery. Their result also highlighted that severity of failure of service had only moderating effect on relationship between distributive justice and satisfaction with recovery. As the service problem turn out to be more severe
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in a way that does not violate any universal human rights (If no alternative honors them all, this may require prioritizing and honoring the most important rights) 3) Justice (John Rawls or Neoclassical liberalism)—Act in a way that is fair to all, that distributes consequences fairly. But what is “fair”? Compensatory Justice (Rawls)—Give an advantage to the least
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interactional justice has come to forefront in academia because of their correlation with favorable work attitudes and higher job performance. The article Using Social Exchange Theory to Distinguish Procedural from Interactional Justice differentiates the importance and role of procedural and interactional justice in the workplace. The authors’ state procedural justice is normally associated with the relationship between the employee and the organization while interactional justice is the relationship
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