Problem 1 - Drives

Question 1

Distributive justice: Equity, Equality, Need

Answer 1

• fairness of decision outcomes
• Equity: rewards based on contributions
• Equality: everyone has the same compensation
• Need: benefit based on personal requirements.

Question 2

Procedural justice: Consistency, Lack of bias, Accuracy, Representation of all concerned, Correction, Ethics

Answer 2

• fairness of the process that leads to decision outcomes
• Consistency: everyone is treated the same.
• lack of bias: no discrimination/ill-treatment
• accuracy: decisions made based on accurate decisions
• ROAC: appropriate stakeholders have input into a decision
• Correction: appeal process/mechanism for fixing mistakes
• Ethics: norms are not violated

Question 3

Interpersonal justice: respect, propriety

Answer 3

• fairness perceptions influenced by allocation or processes or treatment.
  1. Interpersonal justice: fairness of interpersonal treatment
• respect: treating employees with courtesy/politeness
• propriety: not making improper remarks to employees

Question 4

Informational justice: truthfulness, justification

Answer 4

2. Informational justice: fairness of explanations and information regarding decision-making
   - truthfulness: honest information to everyone.
   - justification: explanation to employees.

Question 5

Equity theory

Answer 5

• balance between what they bring to job and what they get in return.
• deals with the perceived fairness of allocation of resources
  criticism:
• neglect of other justice dimensions
• lack of specificity of the consequences
• compensation system can still be unfair
• subjective
• choice is not explained
• impact of individual differences neglected

Question 6

Consequences of justice perceptions

Answer 6

• work: trust, satisfaction, CB, performance, CWB
• Health: emotions, stress, burnout, mental/physical, sickness/absence
• Other: attitudes, behaviors, justice climate etc

Question 7

Motivation x personality

Answer 7

• neuroticism = -ve
• consciousness = +ve
• Optimistic view of life + work motivation = +ve

Question 8

Need theory (Maslow 1943)

Answer 8

• Basic set of needs
  1. Physiological needs: food, water, sleep
  2. Security needs: house, free of threat
  3. Love/social needs: interpersonal factors
  4. Esteem needs: respected for accomplishments/capabilities
  5. Self-actualization needs: developing capabilities to fullest.
• criticism: no expectancies, goals, intentions, mental activities etc

Question 9

Two factor Need theory (Herzberg’s 1966)

Answer 9

• two basic needs
  1. Hygiene needs: physcial/security
  2. Motivator needs: social/esteem/actualization
• not much support

Question 10

Expectancy theory (Vroom 1964)

Answer 10

1. Valence: attracting/repelling
2. Instrumentality: benefits/inconvenience for decisions.
3. Expectancy: belief effort = successful performance

Question 11

Goal setting theory (Locke 2003)

Answer 11

• Specific/difficult goals = higher performance
• Goal acceptance: goal has been assigned.
• Goal commitment: self-set + assigned goals
• Goals: attnetion/action (direction) + energy/effort (effort) + effort over time (persistence) + motivation to develop strategies (strategy).
• Criticism: low ecological validity, knowledge/skills not considered.

Question 12

Self-efficacy theory (Bandura 1986)

Answer 12

• The belief in one’s capacity to perform a task.
• self-esteem: pride as a human being, related to emotions
• self-efficacy: confidence in successfully completing tasks, related to motivation and behavior
• development:
  1. Mastery experiences: successful performance strengthens beliefs, failure decreases.
  2. Modeling: comparing capabilities with others
  3. Social persuasion: encouragement by others
  4. Physiological states: stress/fatigue reduce it.

Question 13

Job characteristics model (JMC, Hackman and Oldham 1975)

Answer 13

• Skill variety: skills required
• task identity: extent the job requires for a visible outcome, product etc.
• Task significance: impact on the life of others
• Autonomy: degree of freedom/independence
• Feedback: directed about the effectiveness of the performance
• factors: employee growth, need strength, current job context
• MPS = [skill variety + task identity + task significance)/3] x autonomy x feedback

Question 14

Criticism for JCM

Answer 14

• draws on need and expectancy theory
• evidence supporting
• does not fit equally across all cultural settings
• survey is not as valid/reliable as it should be
• individual differences not supported
• not specific, modifications always required

Question 15

Why justice matters: instrumental, relational and deontic models

Answer 15

1. Instrumental: predictability and favorability of their outcomes
2. Relational: provides information about their status, self-worth, and enhances their social identity
3. Deontic: human worth and dignity.