Chapter 15: Fair Treatment – Employee Relations
With respect to employee relations, experts generally define organizational justice in terms of
a) Distributive Justice – fairness of a decision outcome
b) Procedural Justice – fairness of the process used to make a decision
c) Interactional Justice – fairness in interpersonal interactions by treating others with dignity/respect
Employee Engagement – a positive, fulfilling, work-related state of mind characterized by vigour,
dedication, and absorption
Employee engagement is strongly correlated to individual, and group performance outcomes such as
improvements in recruiting, retention, turnover, individual productivity, customer service, and customer
loyalty as well as growth in operating margins, increased profits margins and revenue growth rates.
In order to increase employee engagement, many firms give employees extensive data on the
performance of and prospects for their operations.
Effective Employee Communication
Employee Opinion Surveys – communications devices that use questionnaires to ask for employees’
opinions about the company, management, and work life
With regards to respecting employee privacy, video surveillance may be used to prevent theft and
vandalism and to monitor productivity as long as employees are made aware of the surveillance.
Preserving Dignity in the Retirement Process
Pre-Retirement Counselling – counselling provided to employees some months before retirement,
which covers such matters as benefits advice, second careers, and so on Fair treatment of employees whose jobs are lost in layoffs and downsizing is very important for
them and for maintaining employee engagement on the part of the “survivors” who continue to come
to work in these difficult circumstances.
Layoffs – the temporary withdrawal of employment to workers for economic or business purposes
Alternatives to layoffs include voluntary reducing in pay plan, temporary contingent workers, and work
Downsizing – refers