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Chapter 7

ADM2336 Chapter 7

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Craig Kuziemsky

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Chapter 7 Trust, Justice, and Ethics TRUST, JUSTICE, AND ETHICS  Trust: the willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions. o A trustee is trustworthy and will act in a way that benefits the trustor and protect them from exploitation or harm. o Trust only becomes an issue when an individual is dependent on and vulnerable to the actions of another party.  Justice: the perceived fairness of an authority’s decision making. o Justice concepts can be used to explain why employees judge some authorities to be more trustworthy than others.  Ethics: the degree to which the behaviours of an authority are in accordance with generally accepted moral norms. o Ethics concepts can be used to explain why authorities decide to act in a trustworthy manner. WHY ARE SOME AUTHORITIES MORE TRUSTED THAN OTHERS? TRUST DISPOSITION-BASED TRUST  Disposition-based trust: trust that is rooted in one’s own personality, as opposed to a careful assessment of the trustee’s trustworthiness. o Less to do with the authority, more to do with the trustor.  Trust propensity: a general expectation that the words, promises, and statements of individuals can be relied upon. o People who are high in trust propensity might be fooled into trusting others who are not worthy at all. o People who are low in trust propensity might be fooled by not trusting someone who is actually deserving of it. o A product of nature and nurture and continue to be shaped by our experiences. COGNITION-BASED TRUST  Cognition-based trust: trust that is rooted in a rational assessment of the authority’s trustworthiness.  Trustworthiness: characteristics or attributes of a person that inspire trust, including competence, character, and benevolence.  We gauge the track record along three dimensions: o Ability: the skills, competencies, and areas of expertise that enable an authority to be successful in some specific area. o Benevolence: the belief that an authority wants to do good for a trustor, apart from any selfish or profit-centered motives. o Integrity: the perception that an authority adheres to a set of values and principles that the trustor finds acceptable. AFFECT-BASED TRUST  Affect-based trust: trust that depends on feelings toward the authority that go beyond any rational assessment of trustworthiness. o More emotional than rational.  We trust because we have feelings for the person in question.  In a select few relationships, an emotional bond develops, and our feelings for the trustee further increase our willingness to accept vulnerability. JUSTICE DISTRIBUTIVE JUSTICE  Distributive justice: the perceived fairness of decision-making outcomes.  Employees gauge distributive justice by asking whether decision outcomes, such as pay, rewards, evaluations, promotions, and work assignments, are allocated using proper norms. o The equity norm is typically judged to be the fairest choice in situations in which the goal is to maximize the productivity of individual employees.  In team-based work, an equality norm may be judged more fair.  In cases where the welfare of a particular employee is the critical concern, a need norm may be judged more fair. PROCEDURAL JUSTICE  Procedural justice: the perceived fairness of decision-making processes.  Procedural justice is fostered when authorities adhere to rules of fair processes o Voice: giving employees a chance to express their opinions. o Correctability: a chance to request an appeal when a procedure seems to have worked ineffectively.  Procedural justice is fostered when authorities adhere to four rules that serve to create equal employment opportunities o Consistency o Bias suppression o Representativeness o Accuracy  Important rules in ensuring that non-relevant demographic characteristics do not bias organizational decision-making.  Procedural justice tends to be a stronger driver of reactions to authorities than distributive justice. INTERPERSONAL JUSTICE  Interpersonal justice: the perceived fairness of the interpersonal treatment received by employees from authorities.  Interpersonal justice
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