Introduction
Fairness and equality in an organization are essential since they help to motivate the employees’ morale. Equality is described as the state of assigning equal responsibilities among employees without any bias. In most cases, bias in an organization occurs according to race, gender, ethnicity, religion, age, and other considerations specific to the organization. The paper will describe the players who contribute to inequality in an organization.
The Major Players of Fairness and Inequality and Effects its Outcome
Management
Management and leadership play key roles in ensuring equity in the team and the whole organization. Shared leadership is significant since it provides effective decision-making among the members (Ali, Wang, & Johnson, 2020). Companies should ensure diversity in the leaders to ensure that the voices of all employees are heard since they have a representative who can fight for them. Through this, the company provides equity as all members are represented. All the effective team behaviors, such as trust and decision-making, should be followed. When positive behaviors are followed, the team will achieve fairness and equity.
Globalization
Globalization among several countries also plays a key role in equity, especially in trading. For example, racism has become a common issue among blacks, whereby they are sometimes abused and not given opportunities. Therefore, this makes it hard for them to be heard and given meaningful opportunities, leading to a lack of fairness.
Equality
To ensure every member is well-represented, equality must be prioritized globally so that everyone is well-represented in the workplace (Kirkman, Tesluk, & Rosen, 2004). This may be achieved by having all parties’ representatives involved without considering the minority group members.
There is evidence of fairness and equality in technology, especially concerning the current use of artificial intelligence. Despite being an essential component in the organization, leading to communication and manufacturing, AI has reduced the workforce (Turner et al., 2020). It has created diversity since people can communicate in different geographical areas and make effective decisions. Technology should be used effectively to reduce the chances of biases.
Change
Change is another key player in ensuring equity among team members. When a change occurs, some group members may oppose it, and others support it (Sim & Waterfield, 2019). This is because the change may favor some people. In addition, this may lead to conflicts, affecting team production. When a change is proposed, all individuals should be included to ensure that they are included in making effective decisions and notice the reason for the change.
Conclusion
In conclusion, team leaders should play their role effectively and treat all their employees equally. Every member has the right to be given equal roles and responsibilities according to their agreement. This will ensure adequate working conditions, as unfair treatment affects the productivity rate and the whole organization. The organization should be aware of the advantages of being fair and the importance of diversity and trust among team members.
References
Ali, A., Wang, H., & Johnson, R. E. (2020). Empirical analysis of shared leadership promotion and team creativity: An adaptive leadership perspective. Journal of Organizational Behavior, 41(5), 405-423. Web.
Kirkman, B. L., Tesluk, P. E., & Rosen, B. (2004). The impact of demographic heterogeneity and team leader–team member demographic fit on team empowerment and effectiveness. Group & Organization Management, 29(3), 334–368. Web.
Sim, J., & Waterfield, J. (2019). Focus group methodology: Some ethical challenges. Quality & quantity, 53(6), 3003-3022. Web.
Turner, C. J., Oyekan, J., Stergioulas, L., & Griffin, D. (2020). Utilizing industry 4.0 on the construction site: Challenges and opportunities. IEEE Transactions on Industrial Informatics, 17(2), 746-756. Web.
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