Importance of Distributive Justice, Procedural Justice and Fairness in Workplace

Employees are an important asset to any organization. Their dedication, hard work and commitment play a vital part in the success of an organization. If employees are expected to give their best at work and be efficient at the optimum level, then they need to be treated fairly, equally and with respect. The main objective of this research is to study and understand Distributive Justice, Procedural Justice and Fairness at workplace and to study its impact on the efficiency of the employees. Distributive and Procedural Justice have an impact in all kinds of institutions, such as hospitals, educational institutions, factories etc. This study aims to cover all these areas under a single term of “workplace” which applies to all kind of institutions, organizations, corporations, etc. Analytical Research Design has been employed to carry out research in the present study with the help of secondary data. To understand Distributive Justice thoroughly, the researcher has explained different approaches to distributive justice, such as John Rawl’s Theory, Utilitarianism, Egalitarianism and Libertarianism. The four important pillars on which Procedural Justice is based are discussed in this study. The thin line that distinguishes distributive justice from procedural justice has been included in this research. The present study explains the importance of Fair treatment in the workplace and the behavioral attitude of employees towards unfair treatment. The difference between equity and equality in a workplace has been explained in the present study. The implication of distributive justice, procedural justice and fair treatment of employees at workplace has also been discussed by the researcher.

Role of Employee Engagement in Reducing Workplace Deviance

The chapter focuses on the various antecedents to workplace deviance that exist in general and specifically on how employee engagement can lead to reduced workplace deviance. It explores the typical characteristics workplace deviance and its various manifestations exhibited by employees of the organisation. Using intensive literature review the factors leading to employee deviant behavior are identified. The behavior is further justified by theory of distributive justice and theory of relative deprivation. The drivers of employee engagements like “Job Satisfaction,” “Family Friendliness,” “Equal Opportunities,” “Fair Treatment,” “Performance and Appraisal,” “Training Development and Career,” etc. are successfully mapped with the theories of deprived justice to address the deviance problem.

Trust of Socially Vulnerable Groups on Criminal Justice System of Pakistan

The present research analyzed the trust of juvenile and women prisoners in the criminal justice system of Pakistan with a focus upon the perceived legitimacy and effectiveness of justice institutions for procedural and distributive fairness. Data were collected from both under-trial and convicted juvenile and women prisoners from Borstal Institute and District Jail Faisalabad respectively. Although larger proportions of the respondents recognized and accepted the authority of various justice institutions for rule of law, a significant number of respondents viewed that justice institutions protect the interests of powerful people and do not represent moral authority. Police lacked the trust of the respondents for procedural fairness in terms of respect, impartiality, and fair treatment. However, courts have been trusted for impartiality and fair treatment compared to police and other justice institutions. The logistic results indicated educational attainment, age, prison status, and income level differently influenced experiences of the prisoners towards procedural and distributive fairness of justice institutions. Younger, illiterate, and under-trial prisoners with relatively low household income levels had low perceived legitimacy of justice institutions and less trust in the criminal justice system. Low scoring on socio-economic variables seemed to be related to increased vulnerability of the prisoners, in turn, less trust in the criminal justice system.

A CONCEPTUAL PAPER ON THE INFLUENCE OF MUTUAL RESPECT ON LEADER-SUBORDINATE RELATIONSHIP IN THE MALAYSIAN PUBLIC SERVICES

Respect has a crucial role in a dyadic relationship, especially between leader and subordinate, because of the reciprocal costs in the relationship when respect is gained or earned. Leaders can be respected because of their position or fair treatment given to their subordinates. Respect has been featured in the leadership literature; however, few touches on the perspective of mutuality in respect, especially in a dyadic leader-subordinate relationship. The impact of the leader-subordinate relationship is significant in the Malaysian public services, as the scheme of grades determines the employees’ hierarchy. The Malaysian public services organizations' issues often arise from employees’ behavior and working relationships that affect their delivery. A high exchange of the dyadic leader and subordinate relationship correlated with desirable outcomes such as positive performance and attitudinal outcomes. One of the significant elements of the subordinates’ response is the attitude of respect towards the leader. Hence, this paper aimed to investigate the influence of mutual respect on the leader-subordinate working relationship in the public services that has implications for performance and service delivery.

Gender Equity in the Marketing Academy: From Performative to Institutional Allyship

The fair treatment of women in the workplace, where they experience both opportunities and constraints, has been on and off higher education agendas for decades. Yet, institutionalised gendered constraints still shape the careers of female academics, including those in the marketing academy, resulting in disrupted or obstacle-heavy career journeys and the underrepresentation of women in senior positions. Furthermore, progress towards gender equity is hampered by institutional resistance to change, favouring performative rather than genuine and transformational institutional allyship. We draw upon personal experiences, recollections and anecdotes garnered over the years – synthesised with literature – to examine systemic gendered constraints within our collective career span. We propose institutional allyship as the intentional efforts needed by the marketing academy to address systemic and structural gender inequities and achieve second-order change by integrating gender equity outcomes throughout organisational decision-making. Specifically, we suggest nominated actions within a Gender Equity and Inclusion Charter for the Australian and New Zealand Marketing Academy (ANZMAC) and its member universities as a first step.

Strategic and Human Rights Perspectives to Gender Mainstreaming in Preventing/Counter-Violent Extremism Efforts in the Western Balkans

This article explores the strategic and human rights perspectives on gender mainstreaming in preventing/countering violent extremist efforts (P/CVE) in the Western Balkans (WB). It begins with elaborating the strategic relevance of gender mainstreaming in the contested and fast-changing security environment where the threat from modern-day extremists that practice terrorism is a reality. Although NATO has already acknowledged the importance of gender mainstreaming the human rights perspectives of gender mainstreaming in general and in the P/CVE context have largely been neglected. The article analyzes human rights perspectives to gender mainstreaming in P/CVE from three aspects and provides a rationale for its relevance. First, the general human rights perspective to gender mainstreaming in P/CVE. Second, from a perspective of protecting human rights and providing fair treatment to those who commit violent extremist activities. Finally, from the perspective of human rights violation by committing or supporting violent extremist activities/agenda.

Satisfaction with the Police in Chile: The Importance of Legitimacy and Fair Treatment

ABSTRACTThis study addresses a void in the literature on public attitudes toward police in Latin America. It integrates three theoretical models of the determinants of citizen satisfaction with police work in Chile: demographic, quality of life in the neighborhood, and experiential. The study tested the integrated model using a novel random sample of 996 individuals living in the Metropolitan Region of Santiago. The results underscore the importance of legitimacy centered on fair treatment, respect for human rights, and the perception that the police represent society. The findings are also significant for the Chilean institutional political process and for the Latin American police reform debate.

AN ANALYSIS OF ASPECTS OF THE PROPOSED REFORM OF THE FINANCIAL CONSUMER COMPLAINT RESOLUTION MECHANISMS IN THE SOUTH AFRICAN BANKING SECTOR

One objective of the revised South African market conduct regulatory framework for the financial sector is to introduce an effective dispute resolution framework. The Financial Sector Regulation Act, and the Act to follow the Draft Conduct of Financial Institutions Bill, potentially address some of the deficiencies associated with the old dispute resolution framework. This article makes a distinction between the old and new regulatory provisions concerning internal dispute resolution and external dispute resolution structures in the banking sector. This research highlights the changes involved in the new regulatory framework and identifies which aspects of the amended regulatory framework aim to address a particular issue associated with the old dispute resolution framework. It is not argued whether this legislation will achieve the fair treatment and protection of financial customers in the banking sector, as only time will tell. However, it is acknowledged that the new structure will improve consistency and efficacy in this dispute resolution structure.