Assignment First



工作场所必须注意分配和程序公正。程序公正是确保所有员工都遵循公平对待彼此的程序和程序。谈判、调解和仲裁是解决冲突以确保程序公正的方面。另一方面,分配正义确保工作场所存在公平和平等(Lawler, 1994)。分配公平在工作场所中有一定的存在,可以看出,所有工作场所的员工,从一线员工到其他部门的员工,都遵循着同样的规则。

代写assignment :组织员工程序公正的激励实践




代写assignment :组织员工程序公正的激励实践

There are many issues in motivation in the current organization and it is critical to follow some of the best practices in motivation. Firstly, motivation must arise from a sense of organizational direction and culture. It is necessary to help employees by training them on organizational strategic direction. A fairness and equity approach has to be used here, as all employees are internal stakeholders of the company. This plays a critical role in its performance.
Distributive and procedural justice must be attended to the workplace. Procedural justice is what ensures that all employees are made to follow processes and procedures which are in fair treatment to one another. Negotiation, mediation, arbitration come as aspects for conflict resolution in assuring procedural justice. Distributive justice on the other hand ensures that equity and equality exists in the workplace (Lawler, 1994). Distributive justice exists to a certain extent in the workplace, as it is seen that all workplace employees, from frontline employees to employees working in other departments come under the same rules.

代写assignment :组织员工程序公正的激励实践

However, procedural justice that works to ensure that there is fairness in treatment of employee which might be failing. For instance, the percentage that does well is given a bonus and the rest are laid off. Incentives for good work such as bonuses are good for the company when deciding to let go of those who are in the bottom percentage without a chance for them to improve, or by putting them in probation to monitor progress which would not be fair to them. Equity should be followed in the workplace. Some employees might be new recruits and they would not have been given the chance to ramp up and learn.
The instrument for assessment has to be developed so that it is practical to use and understand. In assessment, the input of the employee must be collected, or at best, according to standard practices some form of a collaborative process setting must be present during the review of performance. This could enable employees to understand the transparency of MC. This could motivate them to present any issues that might be blocking their productivity more clearly to the managers.
Annual assessments must be augmented with biannual or periodic assessments where positive feedbacks for jobs and verbal constructive advices can be given to employees. In addition to the monetary compensation as bonus for achievement, non-monetary form of recognition must also exist for the employees.