Summary
Summary LSE MG105 Week 4 Reading Summaries
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WEEK 4 READING 1: The Management of Organizational Justice READING 2: Forming and reacting to overall fairness: A cross-cultural comparison
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READING 1: The Management of Organizational Justice1. WHO were the authors of this article (last names only) and what year was it
published?
- Cropanzano, Bowen and Gilliland (2007)
2. WHAT is the purpose of this reading and its main conclusions?
- Purpose of the reading:
o Suggest methods to build a sense of organisational justice and fairness into
hiring, performance appraisal, reward systems, conflict management, and layoffs
o Provide information of the definition/meaning + components (distributive,
procedural, interactional) + impact of organisational justice
- Conclusions
o “There are two sides to the justice coin.
On the negative side, the absence of justice is likely to provide problems
for organizations. There is strong evidence that injustice can provoke
retaliation, lower performance, and harm morale (Cohen-Charash &
Spector, 2001; Colquitt et al., 2001; Viswesvaran & Ones, 2002).
On the positive side, justice can do more than forestall these unfortunate
outcomes. Justice acts as a sort of buffer, allowing employees to maintain
respect and trust for an organization even when things do not go as they
would have liked (Brockner & Wiesenfeld, 1996).”
o “Negative effects of an unfortunate event are less severe if an organization is
able to maintain procedural and interactional justice (Goldman, 2003; Skarlicki &
Folger, 1997).”
o Organizational justice allows managers to make tough decisions of hiring, reward
systems, conflict management, layoffs, and performance appraisals more
smoothly.
3. HOW did the authors reach these conclusions? (i.e., the methods they used)
- Use and comment on the research of other authors to support the arguments and
conclusions in the paper
- Draw on pervious research and summarise it
4. WHY do these conclusions matter? (i.e., for our understanding of organisational
behaviour or leadership)
- Understanding organisational justice and its pros and cons can help managers make tough
decisions more smoothly and could make the “losers” resulted from a decision feel less
disadvantaged or unhappy
- Organisations can use organisational justice to boost positive behaviours
- Examples of organisational citizenship behaviour (OCB) in academia:
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