Optimization Of Human Resource Management And Rawls’ Theory Of Justice

Abstract

Rawls Theory of Justice (RTJ) sheds light on the importance of fairness, justice and equity in society however application of RTJ in human resource management for better organizational performance and output presents some challenges which are harder than when applied to the society, e.g. fulfillment of " blind position " prerequisite. By applying Rawls theory of justice one can infer essential roles of fairness in human resource management of an organization and the modus operandi used for its implementation to increase its productivity or output. This paper discusses the primary issues seen in application of Rawls theory of justice (RTJ) in human resource management. It discusses essential ingredients of RTJ and prerequisites of applying this theory such as well-ordered society, acceptance of laws and regulation by majority. It further discusses what happens if these prerequisites are not fulfilled such as lack of wide ranging institutional support on basic rules of fairness and justice, lack of basic liberties and lack of fair equality of opportunities. These problems are examined in the light of RTJ and solutions are suggested for optimized human resource management in any 1. Introduction. Human resource management (HRM) to define in the simplest terms is to manage people effectively in order to achieve organizational goals, i.e. to have the optimum level of input from employees in order to achieve the strategic business objectives of an organization. The primary concern of HR is the management of its workforce within the organization in such a way so that optimum level of output is attained. The paper discusses prior work which has been done in the filed of human resource management and the optimum output which can be achieved in an organization using the Rawlsian theory of justice. The literature sheds light on how organizational fairness, HRM and ethical traditions are practiced in earlier years to achieve justice and fairness in an Organization. Ethics can be linked directly to the organizational practices of moral right or wrong doings which in turn links to justice and fairness being practiced in an organization. It also discusses how procedural justice and fairness can increase employee output and productivity and can result in the betterment of an organization. In their lengthy review of 80 years of HRM science and practice (Ferris et al,1999) identify the issue of justice and HRM as an interesting and potentially important direction for future work in HRM. The focus of the research cited in this review is at the micro-level of procedural fairness of selection, performance evaluation and compensation systems. Broader ethical issues are ignored ,or mentioned in passing ,when they 22