The Benefits And Roles Of Fairness In The Workplace

According to Newman (2016) everyone within the organization must aim to achieve great customer service for it to be possible, therefore linking employee attitude and satisfaction to excellent service and profitable growth. Though employee attitude proves difficult to measure or control to certain extents, if neglected poor employee attitude and low morale could result in lower productivity and work quality. A positive work environment would result in happier employees, thus positive employee attitude which would reflect on how customers are treated. A positive work environment will also motivate employees to treat customers with the care and extra effort they believe the organization grants them. Proper training and adequate resources to carry

Hi Sherrona, I definitely agree that human resources need to employ making sure they are hiring the right people for the organization that are in actual roles in which they will be able to accomplish, be successful, and be satisfied. Essentially, when employees are not a correct fit for the culture and the role they are in then it generates problems of concern. Your post definitely has some great points. When defining fairness to mean it implies that everyone should be guided by the same rules and policies. Therefore, fairness is being trustworthy and unbiased in your motives and actions.

Once an employee can feel and see the fairness in all the levels of its engagement with the organization that can build a more trusted and loyal relationship between employee and the employer. Majority of the organizations are implementing procedures that can declare them as an equal opportunity employer where there is no discrimination on minority or lower level of employees. And they have the full right to distrust the organization based on the fairness of the policies and procedures involved with the issues and risks. Organizations can work hard to up their leadership and management to win the trust of such employees and to remove the feeling and the left out of such level of employee thus giving them the status of an equal employee right as the other majority of the employees have.

In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011).

It can also be defined as “changing the content and process of the job to increase the employees satisfaction, motivation and productivity” (knapp and mujtaba, 2010). Jon design is basically a technique to reduce the negative impact of monotonous job tasks. Variety or change is needed in the job tasks to keep employees motivated towards work. Rearranging the job activities increases the positive impact on employee’s morale and avidity for work. The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not.

There are many factors, beyond the control of management, that play a role as to why many employees are disengaged. In these ghastly economic times, when organizations are consistently downsizing, many employees feel that the organization as a whole does not care about them as individuals. “It is essential to communicate with employees and create an environment where they feel involved” (Walker, 2012, p.257).What benefits can a well-motivated employee, or a group of engaged workers, bring to an organization? They bring better productivity, as a motivated employee can produce astonishing quality of work. When an employee is motivated, they engage better in their job performance, contribute more ideas and participate more in their everyday tasks.

Having a disconnected team member can wreak havoc on the morale and productivity levels of the rest of the team. Employees with passion for their work lead their companies to more innovation, show more initiative, as well as consistent delivery of high quality work (Motivating Employees in the Workplace, n.d.). Consider: 1. Do your employees feel like their supervisors and upper management care about their wellbeing? 2.

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated. The Equity Theory touches on the effects these situations have on the employee’s motivational level.

A high level of employee satisfaction can, to a certain extent, help arbitrate natural conflicts that arise from different personalities and styles of working within an organization. Employee satisfaction and job performance are directly related to one another. Dissatisfied employees are more likely to engage in deviant work behavior, such as absenteeism and resignation without notice, while a satisfied employee will be more invested in their work and more likely to work for the company long-term. SCOPE OF THE

The bottom line of the organization will be impacted by setting a clear direction that employees can get behind, and making sure the right people are hired for the right job. The recruiting process is an essential part of any organization and it pays to do it properly. When the right person is chosen for a job and is treated and trained well, these people tend to stay with the organization longer. This initial and ongoing investment will be very rewarding for the organization. In order to recruit people, organizations must have a strategic plan in place, identify vacancies, and have detailed job descriptions that describe the job.