The objectives of this study are: to investigate the nature of micro-inequality; determine what effects it has on employees; and identifying the supporting measures in managing micro-inequalities in the organization. The negative behaviors and actions that employees provoke are considered micro-inequality in this study. There is currently very limited evidence in South Africa regarding the prevalence of micro-inequalities.
Therefore, this study explored the nature and effects of workplace micro-inequities from a South African perspective.
- INTRODUCTION
- BACKGROUND OF THE STUDY
- RESEARCH PROBLEM
- RESEARCH QUESTIONS
- RESEARCH OBJECTIVES
- EMERGING CONCEPTUAL FRAMEWORK
- RATIONALE OF THE STUDY
- SIGNIFICANCE OF THE STUDY
- OVERVIEW OF THE STRUCTURE OF THE THESIS
- LIMITATIONS OF THE STUDY
- CONCLUSION
The first broad introduction of micro-inequities in the corporate workplace started in 2002 by Insight Education Systems. Micro-messages have two sub-divisions, namely micro-disparities (which are the negative and subtle messages that make people feel devalued and demoralized) and micro-benefits or micro-affirmations (which are verbal or non-verbal messages that are positive in nature). The uniqueness of this study lies in the fact that micro-inequities are explored from a South African perspective rather than an international perspective.
The nature of micro-inequality was responsible for the effects of micro-inequality on the study participants.
INTRODUCTION
ORGANISATIONAL BEHAVIOUR
- MICRO-MESSAGING
DEFINITION OF MICRO-INEQUITIES
- METAPHORS OF MICRO-INEQUITIES
- CRITIQUE OF MICRO-INEQUITIES
THE NATURE OF MICRO-INEQUITIES
- CLASSIFICATIONS OF MICRO-INEQUITIES
- Interpersonal discrimination
- Toxic behaviour
- Rankism
- Deviant behaviour
- EMOTIONS, PERCEPTIONS AND ATTITUDES
- Emotions
- Perceptions
- Attitudes
EFFECTS OF MICRO-INEQUITIES
INTERVENTIONS THAT WOULD REDUCE THE EFFECTS OF MICRO-INEQUITIES
CONCLUSION
INTRODUCTION
RESEARCH OBJECTIVES
INTERPRETIVE RESEARCH PHILOSOPHY
RESEARCH APPROACH
- Qualitative approach
RESEARCH DESIGN
- Exploratory Research
- Case Study
- Cross-sectional time horizon
STUDY SITE
- Significance of study site
TARGET POPULATION
SAMPLING
CONVENIENCE SAMPLING TECHNIQUE
DATA COLLECTION METHOD
- The interview process
- Data collection instrument
DATA ANALYSIS
- Thematic content analysis
TRUSTWORTHINESS
- Credibility
- Transferability
- Dependability
- Conformability
ETHICAL CONSIDERATIONS
- Autonomy and respect of dignity
- Nonmaleficence
- Beneficence
DELIMITATIONS OF THE STUDY
CONCLUSION
INTRODUCTION
DEMOGRAPHIC PRESENTATION OF PARTICIPANTS
OBJECTIVE 1: THE NATURE OF MICRO-INEQUITIES THAT EXIST IN THE
- Theme 1: Power Play
- Sub-theme: Rankism
- Sub theme: Interpersonal bullying
- Theme 2: Personal aggression
- Theme 3: Subtle discrimination
- Sub-theme: Verbal behaviours
- Sub-theme: Non-verbal behaviours
- Sub-theme: Para-verbal behaviours
- Theme 4: Gossip
- Theme 5: Being undermined
OBJECTIVE 2: THE EFFECTS MICRO-INEQUITIES HAVE ON EMPLOYEES IN THE
- Theme 1: Change in Emotional state
- Theme 2: Changes in Overall behaviour
- Sub-theme: Negative behavioural Effects
- Sub-theme: Positive behavioural effects
- Theme 3: Changes in work performance
- Sub-theme: Negative changes
- Sub-theme: Positive changes
OBJECTIVE 3: THE ORGANISATION’S SUPPORT STRUCTURES IN MANAGING
- Theme 1: Current interventions and strategies in managing micro-
- Theme 2: Recommended interventions and strategies in managing
CONCLUSION
INTRODUCTION
Chapter four unpacks the data found in this study. These were further analyzed and discussed accordingly using content-thematic analysis. This chapter will now conclude this study by providing the reader with a summary of the findings according to the themes created and the research objectives. In addition, this chapter will outline the implications and recommendations for management regarding the methodology used, the literature reviewed and the practical recommendations of this study, as well as recommendations for future research to be conducted on this topic.
SUMMARY OF FINDINGS
- Demographic profile
- Classifications and nature of micro-inequities
- The effects of micro-inequities
- Support structures
It was clear that the use of positional power and the power to be superior because of gender was a major issue within the organization. It was also found that people occupying lower ranks, such as cleaners, were not respected and undermined because of their low levels of education. It was also found that women within the organization do not complain about the sexual comments and actions they experience from their male counterparts because it was difficult to prove their injustices.
It was also found that employees are personally aggressive towards the organization by not being at their workplace or arriving late for work due to their own personal matters within their households and communities. It was also found that indirect or direct swearing was difficult to prevent as it was not largely legislated within organizational policy. Even though they have made this behavior the norm of their working lives, it has been found that the long-term psychological health of these employees can be affected in such a way that they become less effective in the organization.
Employees who experienced micro-inequities, especially men, were found to face changes at home such that they would become violent and overbearing because they felt the need to be in control because they undermined or overpowered at work become It was found that there was a lack of participation and lack of involvement in work activities. It was clear in this study that most of the participants did not know that what they were going through was actually known as 'micro inequalities'.
Furthermore, it was found that employees were not aware of having a sister clinic within the organization as most of them suggested having a counselor as an intervention and strategy. However, it was also found that the sister clinic is more involved with the injuries that occur in the organization; therefore, it was clear that the organization needed a professional counselor to take care of the psychological needs of the employees.
OUTCOMES OF THE STUDY
- OBJECTIVE 1: THE NATURE OF MICRO-INEQUITIES THAT EXIST
- OBJECTIVE 2: THE EFFECTS MICRO-INEQUITIES HAVE ON
- OBJECTIVE 3: THE ORGANISATION’S SUPPORT STRUCTURES IN
Finally, team building was suggested because it brings people together and helps them learn about others in the organization. It was found to be an intervention for social cohesion in the workplace and fostering an environment of connectedness. The next section will show the relevant results of the study according to the research objectives.
Although 54% of the participants gave a positive response regarding existing support measures and interventions to address micro-inequities, it remains a concern that 46% of the participants were not aware of these support measures and interventions; and three participants out of the 54% stated that the existing measures were to some extent ineffective. Perhaps learning about the support measures and interventions could contribute to the transformation of the current state of micro inequalities in the organization if every employee would be aware of it.
MANAGERIAL IMPLICATIONS
RECOMMENDATIONS
- Practical recommendations for managers and employees
- Recommendations on literature and methodology
- Recommendations for future research
A re-evaluation of the organization's culture and values with the aim of implementing good communication channels where trust and support is achieved, and the development of strict and assertive measures to deal with perpetrators could help build positive organizational effectiveness on the long term, as the The effects of micro-inequalities seemed more negative than positive. A robust focus on protecting victims when they encounter micro-inequalities, by responding to the problem in a timely manner and providing a platform where complaints can be addressed in confidence. This is to ensure that victims are not victimized at a later stage, which can lead to more micro-inequalities in the workplace.
This study contributes greatly to the body of knowledge because there is such a limited amount of research done on micro-inequalities, particularly from a South African perspective. This topic can be further researched as micro-inequities, as a topic hardly researched from a Human Resource Management perspective. The use of methodology contributed a lot to this study as the methodology adopted helped the researcher gain personal experiences and in-depth information that increases knowledge of micro-inequities within an organization.
However, the use of interviews may have brought some limitations to the study, such that the interviewer could have influenced the participants' responses by explaining the concept of micro-inequality to them, as not all participants knew what micro-inequality was, even though they were experienced every day. More research needs to be done in other South African organisations, preferably comparing two organizations within the same industry, to increase the body of knowledge from a South African perspective and show marked differences or similarities in relation to micro-inequalities and their effects in the workplace. Incorporating the skill level of employees and their race or gender could also provide insight into the types of relationships that exist around micro-inequality in the workplace.
More research objectives should be added in future studies, such as investigating why some people exert negative behavior on others, determining the organizational effects of micro-inequities and investigating which factors contribute to micro-inequities in the workplace. Conduct a comparative study of micro-inequities between employees and management to determine the differences and similarities in the nature and effects of micro-inequities experienced.
LIMITATIONS OF THE STUDY
This, in turn, would likely influence the participants' responses, as they may have provided responses to satisfy the researcher's goals for this study. The researcher only had access to one branch of the company, so the results were limited to one geographic area due to cost and time constraints. The use of convenience sampling did not allow the researcher to obtain more participants at all skill levels, this was due to their jobs requiring them to be at their workstations, which reduced availability for the researcher.
Most of the quotes used were from an international perspective, which meant that the researcher had to mainly adopt and adapt it to a South African perspective. Nevertheless, the researcher made an effort to ask the participants again to test whether the true meaning was captured; However, this may have influenced the answers some of these participants gave as they could not explain it further in the English language. The researcher used interviews as a data collection method for the first time in her academic career.
Research collected is dependent on the skills of the interviewer, so participants may have been uncomfortable with the way the researcher asked some questions. In analyzing the data, the researcher may have missed other emergent themes that could have been discussed due to the long narratives of the interviewee. Due to financial constraints, the researcher was unable to purchase a professional audio recorder; so the researcher used a phone and laptop to record simultaneously.
Most of the information in the literature was based on secondary data and had older citations. Most of the limitations could not be avoided; however, the researcher made efforts to counteract some of the limitations that arose.
CONCLUSION
This statement has a huge limitation as there was limited literature on micro-inequality in the context of the workplace, but rather from a psychological perspective. The nature and implications of the concept of micro-inequality in a South African company, Pretoria: University of Pretoria. Available at: http://conferences.shrm.org/conference/2013-diversity-conference-sessionplanner/session/micro-inequities-and-unconscious-bias [accessed April 30, 2017].
You are invited to participate in a research project entitled: The Nature and Effects of the Concept of Micro Inequalities in the Workplace The purpose of this study is to: Explore the nature of micro inequities that exist in the organization; to determine the effects of micro-inequities on employees in the organization; and to determine the organization's support structures to address micro-inequities. What do you think motivates a person to exhibit negative behavior towards other employees in the workplace. What support measures and processes are available to victims of micro-inequities in this organisation.
What interventions and strategies can you suggest for this organization to counter and prevent micro-inequities. In your opinion, how can all employees help to reduce or combat the effects of micro-inequities in this organization. What solutions would you recommend to the Human Resource department to address micro inequities in this organization.
