Justice in Modern Organizations Organizational Term Paper

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The U.S. stress on individualism is an obvious example of the latter, in particular). But much of the evidence collected in the rest of the book can be said to mainly apply to only organizations within the West, where the research was collected.

Then, the final section followed by a conclusion and summary by the editors. The Handbook of Organizational Justice is admittedly incomplete in an evolving field, and often raises more questions than it answers. Because the field is so young, the research it offers is relatively short-term in duration, and fairly small in terms of its samplings. There are certain limits to how much can be extrapolated from this research and applied to more multinational organizations. There is also the inevitable problem of business books, which they grow quickly out of date, and the most current surveys of organizational justice may be more easily found in peer-reviewed journals rather than handbooks such as the text.

The book also makes heavy use of statistical data, which often requires a quantitative background on the part of the student to fully understand, and may not be of interest to individuals with a more psychological framework of interest.

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Yet although it makes use mostly of Western business models, a weakness it admits, and often seems to take excessive time exploring definitional rather than practical issues of interest more to theorists rather than to managers in the real world in its first sections, the book still functions as a useful introduction. It is fairly unique in its comprehensive and ambitious nature. A greater variety of articles, specifically case studies with more qualitative data, would be useful for the book to include in future editions, as well chapters that devote more attention to nations outside of the North American region......

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