Hi, I need help with essay on Leadership (Literature Review). Paper must be at least 750 words. Please, no plagiarized work!Download file to see previous pages... If one were to look at the work of Tr

Hi, I need help with essay on Leadership (Literature Review). Paper must be at least 750 words. Please, no plagiarized work!

If one were to look at the work of Truxillo et al in the paper titled "The Importance of Organizational Justice in Personnel Selection: Defining When Selection Fairness Really Matters",(2004) it may be summarized that leadership and justice can be combined through particular traits. Leadership traits can be categorised to function on three basic levels that dictate the integrity and effectiveness of a leader in context of enhanced results. These are as follows:

Leadership is an important factor in well functioning performance management systems. In the paper titled "Predicting Workplace Deviance from the Interaction between Organizational Justice and Personality", the author Helene C, discusses the work based learning model which is a take off on the on the job training model. (Helene, 2005) This is an action oriented learning model as far as picking up practical techniques in the course of everyday work goes. This also connects with the traits discussed above. This comes into play in the paper "When organizational justice and self-concept meet: Consequences for the organization and its members" by Johnson et al (2006). The key features of this model are its action oriented approach to learning and the fact that it is based on a study programme that reflects one's role at work. This model is different from the standard models of training and development owing to the fact that it offers hands on training at the workplace with special emphasis on the development of those skills in particular that have relevance to one's growth in the role played currently. Other studies in this context include "Motivating Factors: Perceptions of Justice and Their Relationship with Managerial and Organizational Trust" by Hubbell et al (2005), and "Justice Expectations and Applicant Perceptions" by Bell et al (2004).

Theory C: Justice and Performance

The modern day organisation depends to a great extent on the contribution and quality of its human capital. This has been connected with knowledge and information sharing and subsequently justice, by Ibragimova in the paper "Propensity for Knowledge Sharing: An organizational justice perspective" (2008). The human capital may be defined as that element of the organisation's operational sphere that is a living, breathing part of the activities that put the innate resources and factors of production into application when dealing with baises and justice. This theory connects with the above two theories in the following way: This application results in profits arising out of the activities of the human capital and the efficiency with which this resource carries out its tasks. This in turn, has a bearing on the achievement of the organisation's goals. The paper "Organizational Justice and Black Applicants' Reaction to Affirmative Action" by Cropanzano et al (2005), discusses this point. This also includes the hiring system as discussed by Bell et al in "Consequences of Organizational Justice Expectations in a Selection System" (2006).

For example, it has been found that due to the age old institution of gender in the social sphere, the very response to leadership differs according to the sex of the person in the position of power.