Critique of the Journal Article “Why It Is so Hard to Be Fair” by Joel Brockner, 2006
Critique of the journal article “Why it is so hard to be fair” by Joel Brockner, 2006
Highly motivated, involved and committed workforce is the best resource for the company because highly enthusiastic and complete involvement and commitment of the employees brings great profit to the company (Carslen, 2003). Different from the traditional concept of money is the motivator to employees; many researchers have proved there are others things that can trigger employees’ motivation better than money in many sectors (Panwar & Gupta, 2012; Hong & Waheed, 2011; Beavis, 2003).
Joel Brockner also gives a way for companies to get employees’ motivation, involvement and commitment through his journal article “Why it is so hard to be fair”. Brockner states the commitment to the companies is highest when employees perceive they have been treated fairly. So companies need to build that perception through sharing information openly for a quite depth and listening employees voices enthusiastically. In other word treat human being like a human being, let them know what they need to know and make them feel they are a part of the company not just a paid- hired workers. Brockner names this strategy into the process fairness. He builds his article with a three main parts. First, why is fairness important? Second, why does that fairness so hard to get or practice? Finally, he concludes with suggestion of how to overcome those difficulties.
The main idea of writing this paper is to explain why managers are hesitating to behave fairly. Instead of directly goes into the main point, he introduces why it is important to behave fairly showing wrongful termination suits examples which is the biggest problem for companies to face with. It not only costs legal defense cost but also damages the employment branding of the companies. By showing the biggest headaches problem bring attention of the companies’ top executives. In other word, he knows how to grab the interest of the readers.
Highly motivated, involved and committed workforce is the best resource for the company because highly enthusiastic and complete involvement and commitment of the employees brings great profit to the company (Carslen, 2003). Different from the traditional concept of money is the motivator to employees; many researchers have proved there are others things that can trigger employees’ motivation better than money in many sectors (Panwar & Gupta, 2012; Hong & Waheed, 2011; Beavis, 2003).
Joel Brockner also gives a way for companies to get employees’ motivation, involvement and commitment through his journal article “Why it is so hard to be fair”. Brockner states the commitment to the companies is highest when employees perceive they have been treated fairly. So companies need to build that perception through sharing information openly for a quite depth and listening employees voices enthusiastically. In other word treat human being like a human being, let them know what they need to know and make them feel they are a part of the company not just a paid- hired workers. Brockner names this strategy into the process fairness. He builds his article with a three main parts. First, why is fairness important? Second, why does that fairness so hard to get or practice? Finally, he concludes with suggestion of how to overcome those difficulties.
The main idea of writing this paper is to explain why managers are hesitating to behave fairly. Instead of directly goes into the main point, he introduces why it is important to behave fairly showing wrongful termination suits examples which is the biggest problem for companies to face with. It not only costs legal defense cost but also damages the employment branding of the companies. By showing the biggest headaches problem bring attention of the companies’ top executives. In other word, he knows how to grab the interest of the readers.
References: Beavis, O. H., 2003. "Performance-Based Rewards for Teachers"A Literature Review". Australia, University of Melbourne. Bohlander, G., Snell, S. & Sherman, A., 2001. "Managing Human Resources(12th edition)". Mason,Ohio, South-Western College . Carslen, K., 2003. "Sales Motivation: One Size Does Not Fit All". Selling , pp. 14-15. Hong, T. T. & Waheed, A., 2011. "Herzberg 's Motivation-Hygiene Theory And Job Satisfaction in the Malaysian Retail Sector: THe Mediating Effect of Love of Money". Asian Academy of Management Journal, 16(1), pp. 73-94. Panwar, S. & Gupta, N., 2012. "Money: Does It Really Affect Hotel Employee 's Performance As A Motivational Factor". VSRD Interantional Journal of Business & Management Research , 2(2), pp. 38-46. Schwartz, S., 1990. "Individualism/Collectivisim:Critigue and Proposed Refinements". Journal of Cross-Cultural Psychology, Volume 21, pp. 139-157. Utsugi, T., 2012. "Motivating Factors for Young Adults in the Brattleboro Area to Start in Organic Agriculture for Their Career". Japan, Capstone Collection, pp. 98-100.