The Impact of the Perception of Fairness during Conflict Resolution on the Performance of Employees Name Instructor Institution Date Research Outline Introduction Research Topic The paper will address the research topic ‘The Impact of the Perception of Fairness during Conflict Resolution on the Performance of Employees.’ Fairness refers to the quality of treating all people equally. It also refers to the act of treating people in a manner that is not only right but also reasonable. Fairness is also the quality of being free from bias. In most cases the term fairness is used interchangeably with being justice. In other words it can be defined as the administration of Justice. In an organizational setting justice can be either procedural or distributive (Harris Andrews & Kacmar 2007). Distributive justice refers to the perceived fairness of the outcomes each and every employee receives (Harris et al. 2007). Procedural justice on the Individual Employment Rights 10(2) 119-131. Gramberg B. & Teicher J. (2006). Managing neutrality and impartiality in workplace conflict resolution: The dilemma of the HR manager. Asia Pacific Journal of Human Resources 44(2) 197-210. Harris K. J. Andrews M. C. & Kacmar K. M. (2007). The moderating effects of justice on the relationship between organizational politics and workplace attitudes. Journal of Business and Psychology 22(2) 135-144. McCabe D. M. & Rabil J. M. (2002). Administering the employment relationship: The ethics of conflict resolution in relation to justice in the workplace. Journal of Business Ethics 36(1-2) 33-48. Muzvidziwa I. (2015). Women Educational Leaders and the Empowerment of Others1. Journal of Sociology and Social Anthropology 6(3) 365-376. Tojari F. Heris M. S. & Alizadeh K. (2011). The Relationship between negotiation strategies and perceived constrains among sport coaches. Technics Technologies Education Management-TTEM 6(4) 1138-1146. Witkin N. (2010). Consensus Arbitration: A Negotiation‐Based Decision‐Making Process for Arbitrators. Negotiation Journal 26(3) 309-325. [...]
Instructions Final Paper Literature Review Write a 12- to 15-page literature review that captures relevant theories and empirical research leading to a significant research topic, problem, and research question(s). Approach your topic as though you were arguing for research funding that might support a vital new step in understanding labor relations, conflict resolution, or negotiation. While you do not have to actually design a study to the point of specifying research measures of labor relations, conflict resolution or negotiation, or specify samples, try to evolve your thinking to the point of framing a relevant research topic, problem and research question(s) on which your proposed research would be focused. The research question(s) should be complete enough to suggest why the answers further develop an important theory, address a gap in a current model of human resource management, or demonstrate an immediate application for solving common labor disputes. Rather than attempting to include as many references as possible, try to emphasize the logical coherence of your evidence of conceptual foundations. Build a rhetorical argument for why your research problem and question(s) are important. An obvious extension of your paper would be to use it as a springboard for a dissertation proposal. Your paper could also be useful for potential use in the development of Chapter 2 of your Proposal/Dissertation. Your literature review should include the following elements: Adherence to APA format (6th edition), which requires a title page, an abstract, a reference list, and appropriate sections and their headings A thorough review of the literature that shows evidence of a potential research opportunity/gap Presentation of a clearly defined gap in the research, with a focus on what has and has not been discussed in the academic literature The definition of a viable topic for dissertation research (using the aforementioned identified gap as a basis) A draft problem statement included in your conclusion section At least one research question that is demonstrably linked to your problem statement—You do not need to address any hypotheses or design considerations and should include this question in your conclusion section. By Day 7 of Week 6, submit your Application.