Nishantha Rathnayake- MBA22 Esoft

  Value of Organizational Justice  Figure 01 The term justice implies “righteousness” or “fairness” of an action or behavior (Colquitt, et al., 2001). In organizational settings, the term “organizational justice” was first coined by Greenberg (1987a) and refers to employees’ perceptions of fairness of organizational practices and decisions and to the impact of these perceptions on employees’ behaviors (Greenberg, 1990b). The assumption that drives research on organizational justice is the notion that fairness perceptions will favorably dispose employees toward their organizations. This notion has been empirically supported in several studies. In particular, fair treatment has been found to exert important effects on individual employee attitudes, such as satisfaction and commitment, individual behaviors, such as absenteeism and citizenship behavior (Colquitt et al., 2001), and individual work performance (Cohen-Caharash; Spector, 2001; Colquitt et al., 2001). It should,...

  Organizational culture  Figure 01 Organizational culture is a system of values, beliefs, and behavior patterns that subconsciously drive members of the organization to make each choice and decision (Ortega-Parra & Sastre-Castillo, 2013). Schneider et al. (2013) indicated organizational culture as the norms that members of an organization perceive as their work environment, and these norms influence how members behave and adapt to achieve organizational goals. Organizational culture is the way that organizational members interact with each other and other stakeholders (Simoneaux & Stroud, 2014). Yirdaw (2016) indicated organizational culture as the glue which combines the nonhuman resources with the human resources in an organization to build teamwork and good performance.   “Organizational culture is the distinctive norms, beliefs, principles, and ways of behaving that combine to give each organization its distinct character” (Arnold, 2005). Schein (1985) al...

  Figure 01 According to Harber, Marriot, and Idrus (1991), for instance, employee participation is now considered a key element in the successful implementation of new management strategies and plays an important role in determining the degree of job satisfaction (Harmon et al., 2003; Zainnudin & Isa, 2011), Commitment of the employee as well as their motivation (Batthi & Qureshi, 2007) Employee involvement definitely creates positive attitudes towards the organization. It is stated by (Guest and Pecci, 1992) that the key goal is therefore to acquire a high degree of organizational commitment. Pringle, 1989 in Nykodym, 1994; Lawler, 1985 consequently with the prospect of productivity gains, in increasingly competitive international markets, many organizations were keen to adopt participative management schemes during the early 1980s. Also, at the same time, many courses on participative management appeared, providing low-cost, turnkey approaches for managers. Employee enga...

  Figure 01 Organizational citizenship behavior was first  defined by Dennis Organ  in 1988 as “an individual behavior which is not rewarded by a formal reward system… but that, when combined with the same behavior in a group, results in ineffectiveness.” Employee acts and behaviors that aren't part of their formal job description are referred to as organizational citizenship behavior (OCB). It's anything employees do voluntarily to help their coworkers and the company as a whole. Employees are neither obligated to participate in OCB as part of their job duties nor is it included in their contractual obligations Employees in organizations must therefore exhibit discretionary behavior to attain organizational goals in the quickest time possible. Discretionary behavior is also known as organizational behavior. The term "citizenship behavior" refers to an occurrence in which an employee goes above and beyond the call of duty without anticipating any sort of compensat...

Figure 01 Ethics is a discipline of philosophy concerned with morality—what it means to act properly and how people can accomplish this objective. It can also refer to a collection of moral ideas and practices that apply to a specific sector. Business, medicine, teaching, and, of course, scientific research all have ethics. As the above example indicates, the scientific study can raise a variety of ethical difficulties, particularly when human subjects are involved. When it comes to running a corporation, the difference between right and wrong is determined by the use of violence or deception. As a result, humans use to decide what is ethically right and evil. Aggression, injustice, impoliteness, and bullying are all examples of upsetting or offensive workplace behaviors that can lead to a variety of issues. Various theories support the success of businesses through ethical conduct. Another unique idea that may be used to cultivate ethics is the moral basis theory, which leads to eth...

  Automation of HR processes Figure 01 Human Resources Automation (HR Automation) is a method of digitizing and automating time-consuming and repetitive operations, such as employee onboarding, payroll, timekeeping, and benefits administration. This allows HR staff to focus on more strategic duties that are more beneficial to the firm. It also boosts productivity and security while lowering the risk of human error. Because of the time and volume of physical paperwork necessary in day-to-day HR activities, HR automation has evolved. If your HR team spends more time on administrative tasks rather than applying their important abilities in other areas of the company, it's time to discover a new style of working. Human resource management is a hugely complicated field with a lot of moving parts. And it's all too common for HR professionals to waste too much of their valuable time on routine, monotonous tasks rather than focusing on more important concerns. Because of technologica...