Organizational Behavior

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Organizational Behavior
[Type the document subtitle]
9/21/2019
student name

Organizational Behavior 1
Organizational behavior
There is various organization behavior theories which found to be relevant to implement as this
may reflect the employee engagement and satisfaction level among the employees are depended
on these theories. The purpose of the essay is to critically analyze the organizational justice
theory and Locke and Latham's goal theory. Organization justice theory is introduced by
Greenberg in 1987 considering the judgment of the employees regarding the organizational
behavior. The justice here reflects the decision or perception considering religion, ethics, law,
equity, and fairness (omicsonline, 2019). For example if the person is judging the behavior of the
organization in the morally right way. Thus through this theory, it is ensured that the people
judging each other in the organization without injustice and the equality is considered. This
reflects the productivity in the organization or the change in attitude. Locke and Latham's goal
theory also said as Goal setting theory was one of the modern motivational theory which was
established in 1960’s and providing the understanding of the goal setting, which depicts the clear
goal and feedback that are appropriate that will lead to motivation of the employee. Motivation is
considered to be one of the major factors that are affecting the performance level of the company
(Anitha, 2019).
There are various pros and cons of organizational justice theory, as organizational justice is one
of being critical aspect or reflect issue for organization while considering successful
performance. The evidence suggests that the relationship between organizational justice and
employee performance directly which reflect that organizational justice is playing a key role in
employee performance of an enterprise. The study shows that if an employee of an organization
or not treated equally or fairly the outcome of this behavior may reflect through the natural
response of employee by reduction of performance or output as the treatment of unfair reaction.

Organizational Behavior 2
Moreover it has been found that the overall commitment of an employee depends on
organizational justice. There are three major dimensions related to organizational justice that is
procedural justice, distributive justice and interactional justice (Asfaw, Argaw, & Bayissa, 2015).
One of the major advantages of organizational justice theory is the positive impact of this theory
on employee’s performance. The study resulted for key hypotheses considering the proposal; one
of the major advantages of organizational justice theory is the positive impact of this theory on
employee’s performance. The study resulted four key hypotheses considering the procedural,
distributed and interactional justice as providing positive or negative impact on the performance
of the employees. The findings reflect that organizational justice would have positive impact on
performance of the employees (Caillier, 2014). The study results provide favor regarding the
hypothesis created that reflect what is support organizational justice towards the group and
individual performance level of employees in the enterprise. Distributive justice is found to be
significant impact regarding the performance of the employee. Distributed justice includes the
outcomes received through the employees as perceived fairly. The outcomes in this case
reflected through promotion, eight, performance evaluation, status and job anymore that will
definitely have a large impact on quality of work life of unemployed, job satisfaction among the
employees and effectiveness of the organization through increase in performance by the
employees (Heap & Singh, 2016). Therefore it can be said that the distributive justice reflect
outcome oriented view point through the equity theory. The study reflect that in case if the
perceived outcome is unfair it may impact the emotions of an individual for example happiness,
guilt, pride and anger which will reflect through the performance of the employee and can also
reflected through the behavior like withdrawal from performing, contradictory or resistance to
any change (ncbi.nlm.nih.gov, 2019).