Читать книгу Organizational Justice A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 7
ОглавлениеCRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. Are problem definition and motivation clearly presented?
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2. What is the extent or complexity of the Organizational justice problem?
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3. Is the quality assurance team identified?
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4. Are there Organizational justice problems defined?
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5. Is the need for organizational change recognized?
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6. Are employees recognized for desired behaviors?
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7. Who are your key stakeholders who need to sign off?
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8. To what extent would your organization benefit from being recognized as a award recipient?
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9. Who should resolve the Organizational justice issues?
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10. Does Organizational justice create potential expectations in other areas that need to be recognized and considered?
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11. What are the expected benefits of Organizational justice to the stakeholder?
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12. Does your organization need more Organizational justice education?
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13. What resources or support might you need?
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14. What Organizational justice coordination do you need?
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15. Are there recognized Organizational justice problems?
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16. How much are sponsors, customers, partners, stakeholders involved in Organizational justice? In other words, what are the risks, if Organizational justice does not deliver successfully?
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17. Who needs to know?
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18. What needs to be done?
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19. Will Organizational justice deliverables need to be tested and, if so, by whom?
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20. Who needs to know about Organizational justice?
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21. Who needs what information?
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22. What extra resources will you need?
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23. Who else hopes to benefit from it?
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24. Whom do you really need or want to serve?
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25. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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26. What are the Organizational justice resources needed?
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27. How are you going to measure success?
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28. What information do users need?
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29. How are the Organizational justice’s objectives aligned to the group’s overall stakeholder strategy?
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30. Will it solve real problems?
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31. What prevents you from making the changes you know will make you a more effective Organizational justice leader?
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32. Do you have/need 24-hour access to key personnel?
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33. How do you assess your Organizational justice workforce capability and capacity needs, including skills, competencies, and staffing levels?
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34. How do you identify the kinds of information that you will need?
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35. Which information does the Organizational justice business case need to include?
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36. What are the clients issues and concerns?
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37. What else needs to be measured?
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38. Would you recognize a threat from the inside?
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39. Have you identified your Organizational justice key performance indicators?
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40. Why is this needed?
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41. What is the smallest subset of the problem you can usefully solve?
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42. Which needs are not included or involved?
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43. What training and capacity building actions are needed to implement proposed reforms?
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44. Will a response program recognize when a crisis occurs and provide some level of response?
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45. To what extent does each concerned units management team recognize Organizational justice as an effective investment?
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46. Consider your own Organizational justice project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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47. What problems are you facing and how do you consider Organizational justice will circumvent those obstacles?
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48. Are controls defined to recognize and contain problems?
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49. What Organizational justice events should you attend?
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50. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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51. Can management personnel recognize the monetary benefit of Organizational justice?
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52. Do you recognize Organizational justice achievements?
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53. What are the timeframes required to resolve each of the issues/problems?
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54. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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55. What Organizational justice capabilities do you need?
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56. Think about the people you identified for your Organizational justice project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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57. How does it fit into your organizational needs and tasks?
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58. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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59. What vendors make products that address the Organizational justice needs?
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60. Do you need different information or graphics?
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61. What are the stakeholder objectives to be achieved with Organizational justice?
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62. Do you know what you need to know about Organizational justice?
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63. What activities does the governance board need to consider?
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64. Did you miss any major Organizational justice issues?
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65. Are losses recognized in a timely manner?
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66. What is the recognized need?
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67. Where do you need to exercise leadership?
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68. What Organizational justice problem should be solved?
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69. How do you recognize an objection?
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70. How many trainings, in total, are needed?
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71. What are your needs in relation to Organizational justice skills, labor, equipment, and markets?
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72. Do you need to avoid or amend any Organizational justice activities?
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73. Where is training needed?
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74. How can auditing be a preventative security measure?
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75. For your Organizational justice project, identify and describe the business environment, is there more than one layer to the business environment?
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76. What situation(s) led to this Organizational justice Self Assessment?
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77. Why the need?
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78. What creative shifts do you need to take?
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79. How do you take a forward-looking perspective in identifying Organizational justice research related to market response and models?
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80. Will new equipment/products be required to facilitate Organizational justice delivery, for example is new software needed?
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81. Are there any specific expectations or concerns about the Organizational justice team, Organizational justice itself?
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82. What is the Organizational justice problem definition? What do you need to resolve?
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83. Who needs budgets?
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84. Is it needed?
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85. Are there regulatory / compliance issues?
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86. Who defines the rules in relation to any given issue?
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87. When a Organizational justice manager recognizes a problem, what options are available?
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88. What do you need to start doing?
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89. What does Organizational justice success mean to the stakeholders?
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90. What do employees need in the short term?
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91. As a sponsor, customer or management, how important is it to meet goals, objectives?
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92. What tools and technologies are needed for a custom Organizational justice project?
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93. How are training requirements identified?
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94. How do you recognize an Organizational justice objection?
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95. What would happen if Organizational justice weren’t done?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Organizational justice Index at the beginning of the Self-Assessment.
