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Essay / Research Paper Abstract
This 10 page paper looks at the concept of organizational justice and considers the impact that this can have on motivation. The link between motivation and organizational justice are considered and discussed in terms of distributive justice including the concepts of equality, equity as well as procedural justice. The bibliography cites 14 sources.
Page Count:
10 pages (~225 words per page)
File: TS14_TEorgjust.rtf
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Unformatted sample text from the term paper:
issue of organizational justice and the way it impacts on employee behavior and motivation. This is unsurprising as the idea of social justice and its impact on a community has
long been a subject of study, with an understanding that social injustice is likely to result in disharmony and many social problems (Haralambos and Holborn, 2004; Konovsky, 2000). If this
occurs in the community, impacting on psychological perceptions which are highly influential on behavior patterns it would be difficult to argue that the same would not be present in a
workplace. A workplace is a type of community, were organizational justice or organizational injustice impacting on the way employees think and feel about their workplace, and as such the way
that they behave. The basis of this being seen in the workplace and impacting on motivation is not new. Many of the research papers and the context of the specific
research is fairly recent, but the foundation have been laid in earlier works that indicate the presence of psychological influences on motivation. This is seen with models such as
the Hawthorne studies and the work of Maslow, although flawed in differing ways, highlight the importance of human perceptions and the way that this will impact on behavior. As seen
in the Mayos Hawthorne studies, where employees had a good employment relationship with their employer they would be more motivated and as a result more productive, even where working conditions
declined; the psychological influences appear to be stronger and more influential than the physiological factors. The research in terms of the idea
of the employment relationship can then be extended with the work of Goldthorpe (et al, 19088), Goldthorpe (et al, 1997) under takes research that appears to contradict the need for
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