The Perceptions of Organizational Justice and the Solutions to the Management of Organizations Free Essay Example, 2000 words

Organizational justice begins to be perceived from the initial contact with the company during the hiring process. There should be a standard profile for the position to be filled and all the candidates should be required to complete an assessment to see if they are a match for the position (Morin). If there is no benchmark, then the hiring official is allowed too much opinion based on little to no fact. Also, if there is a standard process for hiring and a profile for the position, the applicants are more likely to think that it is procedurally a fair process and begin the life of their employment at the company thinking they have been treated fairly. This also allows the company to know that the best-qualified candidate is hired based on more than their personality and the likability of the applicant. Also to consider is the possibility that the assessment should be free of any biases in terms of race or gender. While these are not qualifying stipulations, often they are determini ng factors when allowed to be subjective to an individual s opinion. We will write a custom essay sample on The Perceptions of Organizational Justice and the Solutions to the Management of Organizations or any topic specifically for you Only $17.96 $11.86/pageorder now Perceptions of justice are often skewed along these lines because of traditionally held beliefs. Interestingly, Affirmative Action was meant to ensure fairness in the hiring process. However, the perceptions of hiring practice when using Affirmative Action as a reason for the choice of candidate is that it is unfair. Giving no explanation as to reasons for hiring a candidate has been found to be perceived as fairer than using Affirmative Action as a basis for hiring (McMillian-Capehart 44). The perception is that hiring based on color/gender is as unfair as not hiring based on the same criteria. Again, having a blind assessment would alleviate this problem. In an effort to retain the maximum employees and derail workplace deviance, care should be taken to ensure organizational procedures are fair and unbiased. After a proper candidate has been selected judgments should be based on work performance. Promotions and pay raise decisions should be made b ased on a clearly defined system with emphasis on employee performance, as opposed to likability.