Inequity Issue in the Workplace

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Organizations are institutions which are set up and established based on a certain set of objectives with the aim of ensuring that the vision for which they are set up are obtained or realized. It is worth noting that organizations are institutions which are established and run by human beings.

In this case the success or failure of an organization to reach the stated objectives lay in the hands of the people who are concerned and more importantly in the leader who spells the vision to the members who are within the organization. As an entity, organizations have their own cultures and systems of operation.

This implies that there are organizations which operate on principles which ensure that needs of the staff plus the customer or client based are realized and there are other organizations which may not have that aspect at all. Differences are bound to exist amidst people who hold different ideologies and opinions about certain aspects.

This is an important aspect in organizations because it gives the organization an opportunity to work and gel in a unique and diverse manner. However, there are cases whereby these differences bring about conflict. These conflicts arise when there is no common ground and consequently cases of inequity crop up among personnel.

Inequity may be defined as a situation in which a person perceives that he or she is receiving less than he or she is giving, or is giving less than he or she is receiving. This leads to the experience of tension, and tension motivates a person to act in a manner to resolve the inequity. Eventually the image of the company is harmed as well as the productivity of the employees.

It is important as an administrator to work towards ensuring that any form of inequity is resolved. There are several strategies which can be used in resolving inequity and restoring equity to the situation . As an administrator these are some of the strategies that might be put to use.

These include altering the person’s outcomes, altering the person’s output, altering the comparison other’s outcomes, altering the comparison other’s inputs, change who is used as a comparison to the other, rationalize the inequity and leave the organizational situation.

It is important for an administrator to select a strategy or a set of tactics. This is not an easy issue, it is an issue which is very sensitive and which has got long term consequences, thus as the administrator grapples with formulation of a strategy and tactics to restore equity, the range of consequences of alternative actions must be taken into account.

This is the only way which will ensure that the effects of the inequity involved are put into consideration and at the same time the parties which feel aggrieved are catered for amicably.

Arriving at a conclusion on how to deal with the issues which are faced within an organization is quite important. This is because it enables the person to be in a position of developing strategies that are ethical and establishing a decision making process which caters for the needs of all the persons concerned. In essence ethics in organizations cannot be overlooked because it informs the process of arriving at the desired decision.

Ethically, arriving at the right decision entails identifying the root cause of the problem at hand. This is done by developing a step by step approach towards resolving the arising conflict. In this process one has to begin with a consideration of the uncertainties involved in any ethical problem.

Secondly the generation of alternative solutions to the problem which at times may entail separating the defining problem and gathering more information towards resolving the conflict and lastly always acting under time pressure to ensure that these conflicts are brought under immediate control.

References

Cooper, T. L. (2011 ). The Responsible Administrator: An Approach to Ethics for the Administrative Role. New York: John Wiley and Sons.

Nelson, D. L., & Quick, J. C. (2007). Understanding Organizational Behavior. California: Cengage Learning EMEA.

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Inequity Issue in the Workplace

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