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Essay / Research Paper Abstract
This 4 page paper considers a potential workplace system that will utilize procedural justice, with a focus on equity and fairness, rather than a system of progressive discipline. The paper looks at the characteristics of the system and considers what would need to be incorporated within such a system. The bibliography cites 4 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEprocall.rtf
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Unformatted sample text from the term paper:
the issues gradually escalating as the discipline issues become more serious. However, it may be argued that there is a great deal of potential for the use of procedural justice.
It has been shown that where employees feel that systems are fair and that they are treated fairly this will have a positive impact on the employment system. The use
of procedural justice has the potential to prevent issues arising and deal with them quickly to prevent escalation. If we consider a call centre, which may be at any firm
that uses call centres we can look at a system that may be implemented. Before looking at a system the first stage is to define what a procedural justice system
should achieve. The idea of justice is complex, just as right and wrong will be subjective so can justice, in the workplace justice may be divided into two types of
justice; distributive justice and procedural justice (Lin, 2007; Muller et al, 1999). The concept of distributive justice is the way that the outcome or end result is perceived, and includes
issues such as equality, equity and needs satisfaction (Muller et al, 1999). Procedural justice is concerned with the way the outcomes are achieved through the processes used rather than the
actual outcomes seen (lin, 2007). It has been noted that where there are perceptions of fairness, in both instances there will be
a highly related to the way employees feel about their employer, with fairness associated with an increased level of commitment, while low levels of perceived fairness are more likely to
result in lower or reduced levels of commitment (Cohen-Charash and Spector, 2001). Therefore, the system in place needs to be seen as fair and equitable, so there is not there
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