Fairness – Book Report/Review Example
Article Review on Fairness Question As d in Joel Brockner’s article, most managers believe that they indeed, engage in the process of fairness at work. However, Brockner asserts that despite the fact that managers may treat each employee differently, it is only the employee who can decide whether the decisions made by a manager are fair or unfair. In an organization, there are three drivers of process fairness (Brockner 123). The first is the amount of input that employees believe they have when it comes to making decisions. The other driver is on employees’ belief regarding decisions made or implemented (Brockner 123). The last factor is on managers’ behavior when explaining the decisions they make.
Brockner also mentions the outcomes of an unfair process. One of the outcomes mentioned in the article is retaliation from employees who file lawsuits and the other is that employees may become unproductive, resign or steal from the organization.
According to Brockner, there are many reasons why people might not use fair processes. The most common of these reasons is that people like managers try to make decisions which will only yield the most productivity for the organization. For example, since most people or managers are afraid of the lawsuits filed against them, they are less likely to use fair processes that would expose them to more questions, which make them more prone to lawsuits (Brockner 124).
The one time when I experienced one of these unfair processes was when I witnessed my friend quitting his job, due to the decisions made an unfair manager. My friend wanted to change his work schedule, from the night schedule to a day schedule, but the manager told him that it was not possible. The manager gave this feedback despite knowing that he had previously agreed to another employee change in shifts. The manager had allocated the night shifts to my friend because he wanted to avoid facing his questions on discrimination and low pay.
Based on all the suggestions given by Brockner on creating fair processes, I found one as most fundamental factor, which is the managers’ behavior. This factor struck me as the most important because if a manager responds or treats an employee respectfully, there would be fewer employees in organizations who are unproductive or unhappy (Brockner 123). It is vital for a manager to actively listen and empathize with employees’ views because it shows that his or her decisions when it comes to hiring or firing are not biased.
Brockner, Joel. "Why It’s So Hard to Be Fair." Harvard Business Review. (2006): 122-129.