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IOP3702 ASSIGNMENT 4
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IOP3702 ASSIGNMENT 4
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ASSIGNMENT 4
, Question 1
As the Human Resource (HR) officer you are confronted by a shop steward who complains about the lack
of fairness in the decision making process regarding policies and practices in the organisation. Defend
your viewpoint by referring to the following:
(a) The concept of fairness. (5)
Fairness has no single meaning – different sets of values will influence each definition of
fairness. It will also have different implications for how personnel decisions are to be made
(Coetzee & Schreuder, 2016). We should therefore anticipate that unions and management may
have differing views regarding the fairness in decision-making processes, relating to personnel
(Coetzee & Schreuder, 2016).
Whereas the shop steward may deem the decision-making process (specifically referring to
policies and practices) unfair, as the HR officer you will have a differing view of what fairness
entails. From the HR officer’s point of view, personnel decisions will be made with employees’
best interests in mind and decision-making methods will be unbiased ensuring that unfair
discrimination is avoided. The HR officer will have an ethical and moral obligation to ensure fair
personnel decisions, and fair and equal treatment of employees in the work environment.
Procedural fairness in the selection process (principles which are relevant to all personnel
decisions, beginning with the selection of job applicants) relates to the following:
✓ Objectivity
✓ Consistency in the treatment of all applicants
✓ Freedom of the selection procedures from any form of manipulation, including
adherence to deadlines of application etc
✓ Selection process must be developed and conducted by professionals
✓ Confidentiality of data to be maintained
✓ Information must be quantifiable, thereby ensuring objectivity and allowing for
comparisons between individuals on the basis of ‘scores’ achieved
✓ All information used must be directly related and unquestionably relevant to the
decision being make
(b) The principles of distributive fairness. (5)
According to Lilly (2017), distributive justice is primarily concerned with the fairness of decision
outcomes and reward allocation norms. Distributive justice is the perceived fairness of the
decisions made in an organisation. Also, the perceived fairness in the distribution of rewards –
how employee effort is rewarded (Coetzee & Schreuder, 2016).
Therefore, in the employment relationship context (with its economic exchange foundation), the
effort-pay equation is central. Distributive justice, in the organisational and employment
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