Provide a critical review and academically underpinned rationale of the steps you would advise the case study company to take in making the redundancies to minimise negative perceptions of Organisational Justice. Drawing upon Cropanzano, Bowen & Gilliland (2007), discuss the relative importance of Distributive Justice, Procedural Justice, and Interactional Justice in the management of perceptions of justice in organisations. What is organisational justice? What are the three elements i.e. Distributive justice, Procedural justice and Interactional justice discuss in relation to outlining the steps you would reccomend What are the impact on the management of perceptions of justice in organisations and the outcomes of each,How do the elements interact with each other and their relative importance regarding specific outcomes.Finally overall are perceptions of organisational justice important and is it always desirable? Case study:- Imagine you are the HR Director of D.A.T.E. - a technological company which, among otherthings, designs, manufactures, and sells small electrical and tech gadgets such as fitness trackersand video doorbells. Because of the economic downturn, the board of directors has decided tolay off 20% of the production workers. You have been asked to propose a scheme for decidingwho will be laid off. Factors that you might want to consider include tenure, performance, andattendance. You must also decide who will make the layoff announcements (e.g., the CEO,regional managers, shop floor managers) and how much information they should offer. Theboard members are worried that the factory workers who are not laid off will feel lesscommitted to the company and be less productive at work (i.e., as a means of retaliating againstthe company). Your job is to minimise these negative effects as much as possible.
Provide a critical review and academically underpinned rationale of the steps you would advise the case study company to take in making the redundancies to minimise negative perceptions of Organisational Justice. Drawing upon Cropanzano, Bowen & Gilliland (2007), discuss the relative importance of Distributive Justice, Procedural Justice, and Interactional Justice in the management of perceptions of justice in organisations.
What is organisational justice? What are the three elements i.e. Distributive justice, Procedural justice and Interactional justice discuss in relation to outlining the steps you would reccomend What are the impact on the management of perceptions of justice in organisations and the outcomes of each,How do the elements interact with each other and their relative importance regarding specific outcomes.Finally overall are perceptions of organisational justice important and is it always desirable?
Case study:- Imagine you are the HR Director of D.A.T.E. - a technological company which, among other
things, designs, manufactures, and sells small electrical and tech gadgets such as fitness trackers
and video doorbells. Because of the economic downturn, the board of directors has decided to
lay off 20% of the production workers. You have been asked to propose a scheme for deciding
who will be laid off. Factors that you might want to consider include tenure, performance, and
attendance. You must also decide who will make the layoff announcements (e.g., the CEO,
regional managers, shop floor managers) and how much information they should offer. The
board members are worried that the factory workers who are not laid off will feel less
committed to the company and be less productive at work (i.e., as a means of retaliating against
the company). Your job is to minimise these negative effects as much as possible.
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