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Employee Justice

In: Business and Management

Submitted By doro84
Words 352
Pages 2
High employee turnover is always a threatening problem to the organizations. It may affect the company’s daily operations in the form of direct and indirect cost. Direct cost incurs for replacing resigned staffs like recruitment, selection, orientation and training. Cost of diminished morale, pressure of the existing employees and poor working atmosphere are the indirect cost incurred by the organization because of high turnover rate. It is suggested that turnover rate is the result of a social exchange process in which the employees perceive care and support from the organizations and in return they will develop a stronger commitment to the organization and will diminish the intention to quit the organization. (Loi, Ngo & Foley, 2006) Although employee turnover is a normal organizational problem, it is even more difficult for the small and medium-sized enterprises. In the following, we will use a marketing firm as an example to illustrate the importance of organizational justice and its relationship with employee turnover rate and organizational citizenship behaviors.
Company Background
- Small and medium-sized enterprise
- 30 staffs
- 2 administrative departments and 2 operation departments
Appraisal system of the account department
- Structure (1 general manager-boss, 3 directors, 3 team leaders, 9 junior and senior account executives)
- 4 ways performance review
1. Self appraisal
- Each of the staffs will review, grade and reflect their own performance
2. Subordinates appraisal by management
- The 3 directors and the 3 team leaders will discuss and analyze the performances of their subordinates. They will come up with a grade and give comments to their subordinates.
3. Management appraisal by subordinates
- The 9 junior and senior account executives will evaluate the performance of their superiors (including the 3 directors and the 3 team leaders).…...

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