Fairness in Reward Allocation: Organisational Fairness in Compensation Management (Essay Sample)
Purpose The primary purpose of this assessment is to assist students develop skills in use of human resource management (HRM) principles, theories and models in the analysis of fairness/justice issues in reward management. The assignment task encourages exploration of the importance of organisational fairness/justice, various factors influencing (un)fairness and how fairness can be achieved in reward allocation. The second purpose of this assignment is to give students the opportunity to enhance their research, analysis, critical thinking and written communications skills including the identification and development of an argument. Before starting this assessment, please read the marking criteria (at the end of this document and also available on the course profile) and refer to Academic Learning Centre (https://www.cqu.edu.au/student-life/services-and-facilites/academic-learning-centre) and its Moodle site (https://moodle.cqu.edu.au/course/view.php?id=1498) for the guidelines regarding writing academic essays. The Moodle course website also provides useful information in regard to the development of this assessment task. You should always check the course website for course-specific instructions, which may be updated continuously Description Assessment task 3 requires the writing of an academic essay.
The essay should be an ‘argumentative essay’, and must therefore contain an argument that is used as the structuring element of the paper. The assignment is based on a discussion piece that highlights a number of points such as the importance of fairness in reward allocation, factors leading to fairness, and the consequences of (un)fair reward distributions. The purpose of the essay is to identify the roles of fairness in reward allocation and related influences on employees’ work outcomes. Students are expected to engage in extensive research within the academic literature relating to human resource management. Details This assignment MUST be a properly constructed academic essay. It MUST NOT contain headings and sub-headings. Refer to the university’s guide for writing academic essays for details http://www.cqu.edu.au/__data/assets/pdf_file/0011/28577/4EssayWriting.pdf. You are required to follow this guide to structure your essay. The assignment should contain a coherent, but necessarily restricted review of the academic literature on HRM topics in question. The literature review should be integrated into the assignment and not be a separate section. A reference list formatted in the prescribed Harvard style is compulsory. Further information regarding formatting of assignments and other information is available at http://www.cqu.edu.au/about-us/service-and-facilities/referencing This assessment item involves researching your assigned topic to enhance your understanding of and utilisation of academic literature.
Whilst you should AVOID using only textbook, the prescribed textbook for the course should be cited in regard to broad HRM principles. You will be expected to present information and evidence from, and cite, at least fifteen (15) relevant peer reviewed journal articles (absolute minimum requirement). These do not include other academic references such as books, conference papers, and book chapters and so on. Although you can cite these other academic references in your essay, they will not be counted as part of the 15 journal articles. Refer to your recommended readings for examples of academic journals. While you can cite these recommended references, it is expected that you find fifteen (15) peer reviewed journal articles not listed in the course materials. The quality and number of citations will demonstrate the breadth and depth of the literature used to support your arguments. Your marker is interested in the analysis that you have developed from YOUR review of the literature and how well you use the literature to discuss the topic. AVOID presenting a descriptive account ONLY of your readings. What is required in this assessment is a critical evaluation of the academic literature as it relates to the specific details of the case study. Your marker is also interested in the conclusions that you reach by evaluating the literature and the case scenario.
Tasks Write an essay titled “Fairness in Reward Allocation” to critically discuss the following questions: How important is organisational fairness (or organisational justice) in compensation management? What roles does organisational fairness (or organisational justice) might play in reward allocation? What factors might influence the implementation of fair human resource management practices in reward allocation? What influences can fair reward distribution have on employees’ work outcomes (e.g., job attitudes and work behaviours)? Your essay should be a properly constructed academic essay. It should contain an effective introduction, body, and conclusion. The introduction should introduce the essay and include your argument. The body should present the evidence you have collected to support your argument, and the conclusion should restate your argument, summarise the evidence and make a conclusion regarding your argument. You are required to support your argument with appropriate theoretical discussion and references. The essay should contain a coherent, but necessarily restricted review of the academic literature on the Human Resource Management topic in question. The literature review should be integrated into the essay, not a separate section. Advice regarding formatting of the essay can be found at the link above. Do not use headings or include an abstract. A reference list is compulsory. This assessment item involves researching your assigned topic to enhance your understanding of Human Resource Management (HRM) concepts and utilisation of academic literature. AVOID using only textbooks, however, the prescribed textbook for the course should be cited in regard to broad HRM principles. You will be expected to present information and evidence from, and cite, at LEAST fifteen (15) relevant peer-reviewed, academic journal articles (twelve relevant and well applied academic articles will gain a pass mark for this criterion). Refer to your recommended readings for examples of academic journals. While you can cite these you must find fifteen (15) journal articles not listed in the course materials. Your citations will show the breadth and depth of the literature used to answer the questions. Your marker is interested in the analysis that you have developed from YOUR review of the literature and how well you use the literature to respond to the topic.source..
Fairness in Reward Allocation
City and State:
Fairness in Reward Allocation
The world today has become a global village requiring businesses to adapt to certain practices to enable them remain competitive in the business arena. Despite several attempts to design complex policies, reward systems and certain practices to be fair, employees perceive these efforts as not fair enough to attract and retain employees. Since employee’s fairness is based on their perceptions, to understand fairness, it is important to understand certain principles, theories, and models of human resource management when analyzing issues of fairness (Simons, & Roberson, 2003, p.436). Management faces several challenges in determining how best to adopt certain changes related to human resource management. The main challenge is how to weigh if certain reward programs or policies are aligned to employee's perception of fairness. However, several organizations are keen on maintaining integrity by promoting fairness when it comes to rewarding management (Hambrick & Siegel, 1997, p. 28).
Importance of Organizational Fairness (Or Organizational Justice) In Compensation Management
Multinational firms consider their employees as the organization’s life blood because employees are the most influential resource needed to increase organizational productivity. Fairness is, therefore, an important issue for these organizations. Fairness can be analyzed considering several areas like working conditions whereby employees needs to be provided with proper office infrastructures. Others include organization justice, compensation or benefits that are equivalent to the task performed appropriate allotment of rewards, proper flow of information and stability when it comes to rewards among others (Lee, 1995, p.201).
Among all the factors, compensation affects and determines employees job satisfaction, retention performance motivation, and cooperation. Human resource management has become more concerned with compensation and benefits because this is one factor that has been responsible for high attrition rates in many firms. Most firms are striving to ensure that their company achieves its set objectives by rewarding and promoting employees based on specific criteria (Cooke, 2012, p.81).
Roles Organizational Fairness (Or Organizational Justice) Might Play InReward Allocation
Undertaking fairness means applying lawful systems taking into account external circumstances when applying such systems. Fairness can also be judged by the organization distributive and procedural justice. This includes pay decisions and the type of compensation received if relevant to others. This principle of equity is mostly upheld by the standardized Human Resource management policies that analyze job grades, salary scales, and training and development opportunities. However, employees still feel that there is an unfair distribution of these benefits (Cooke, 2012, p.83).
In several instance, employees feel that the organization is unfair, for example, when a colleague with the equal years of service is recommended for promotion while he is not. However, for management, several considerations are analyzed for one to be promoted. Employee’s years of service are just one of them (Lee, Law, &Bobko, 2001, p.857). In such cases, to promote fairness, the organization needs to enhance employee's perception of procedural justice by offering employees opportunity to voice their concerns before making a certain decision related to rewards and benefits as part of the general management practice. This will fulfill one need because being given voice to express his concerns is a way of making him feel valued. Organization can adopt simple initiatives including adopting open door policies o...
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