Chapter 7 trust justice 7.2 the most important dimension of: whether to trust your boss: benevolence. When my boss are perceived as benevolent, he/she care of all employees, if we did good job, he/she is concern about our well-being, and feel a sense of loyalty to us. And then we maybe get better salary and a good place where we want to work. Whether to trust a friend: integrity. Why someone is called a friend by us? Because the person has integrity who could wake us up when we do something wrong. we always feel positive energy from a good friend, who has good intention and strong moral discipline. When we need help, a real friend will give us a hand, that just like he/she told us before, he/she keeps their promises, ?walk the talk,? and ?do what they say they will do.? We could walk so far away with a good friend in the future. 7.3 Most difficult to maximize: interpersonal justice Interpersonal justice reflects the perceived fairness of the treatment received by employees from authorities, is fostered when authorities adhere to two particular rules. The respect rule pertains to whether authorities treat employees in a dignified and sincere manner, and the propriety rule reflects whether authorities refrain from making improper or offensive remarks. For the respect rule, a manager always makes orders, and an employee follows that, so they don?t have same statues during working. And a manager has his own feeling to employees, employees are not machines which are same, the manager likes some employees more, and some less, so the manager can not treat every employee at same level. And different people have different opinions of respect, just like people have different favorable things. It?s not easy to make everyone feels fairness. For the propriety rule, everybody makes mistake in their life, so do managers. Because of work pressure, satisfaction of employees? job, the feeling of the remark-making day, and so on, there are lots of effect to make a remark, so manager can not make sure they never make a improper or offensive remarks. Most easy to maximize: Procedural justice Procedural justice reflects the perceived fairness of decision-making processes, is fostered when authorities adhere to rules of fair process. one of those rules is voice, or giving employees a chance to express their opinions and views during the course of decision making. That is very easy to maximize, because all steps just follow the rules, managers have not to consider others, just rules. It?s same as a driver is following the traffic rules when driving. The rules are there, everyone knows that, every body understands how and why you make the decision. Even sometimes employees are not satisfy a decision, they will consider about the rules which the decision based on, they will think about more whether the rules are reasonable, less the manager is good or bad. So manager do not have so much pressure to do procedural justice, it?s easy to maximize. 8.1. My future job will be a teacher. Purpose of a teacher is make students to understand and remember the knowledge, During teaching for long time, I will possess some tacit knowledge, such as, the method to know that are every student listen to me? Do they like the class? Did they understand? And so on. If I want to know about that, I need to watch their face, to feel their eye contact, and their behavior during class. As a teacher is in class, he is speaking and thinking at same time, teach the knowledge and thinking the situations of class. Based the tacit knowledge, I will ask some questions, walk around class, give some examples of topic, transfer difficult knowledge to easy words, and sometime say something funny, all of I do, that will make students pay attention to me, and feed back me about students and class, so i will know everything in class, and then i repeat some knowledge, change some thing to make everything good for students. 8.2 from an organization?s perspective, the tacit knowledge its employees accumulate may be the single most important strategic asset a company possesses. The tacit knowledge employees have to spent long time to accumulate, an organization seeks the employees who have tacit knowledge, and an organization does not want to spend lots time to treat a new employee, and does not hope an ?old? employee leave who has tacit knowledge. Training employees, and let them to repeat their experiences, more and more, the ?know-how,? ?know-what,? and ?know who? will be their skills, insight, beliefs, mental models, and practical intelligence. that will help them to retain tacit knowledge. 8.4 Yes, I consider myself to be a ?rational? decision maker. The most rational decisions are about how to use money. Every year, when I received limited money, I have to make a whole -year plan, I need count how much money of tuition, rent, food, and some part of entertainment. I have to think about everything which I need pay of this year, the school fees, life fees, and so on. The decisions how to use my time are always irrationally. Even I make a plan before I do everything, I still can not control all of them. Because everything needs different numbers of time, I?m good at something, not good others; so something needs small part of my time, and something can not finish well. For time-using, my plans are always irrationally.
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