According to Rawls John, there are two justice principles that can be used in advancing fairness at work place. The first justice principle is known as “principle of equal liberty”. In this principle, Rawls assert that human beings at the work place have an equal right to liberties such as equal pay and protection from unnecessary retrenchment. Rawls present the idea of “egalitarianism”. Every decision being made should be towards the benefit of all members of the society. Common good for all employees should be reached. In particular, decisions should not me made with the aim of discriminating against certain employees or people in the society. The merger of both companies should distribute opportunities that will ensure that no employee loses his or her job. Jo positions should be distributed in an equal manner, to avoid discrimination (Garret, par 10).
The second justice principle is known as “difference principle”. This principle state that social and economic resources should be used, in a better way to bring greatest benefits to all members of the society, especially in disadvantaged members of the society. In addition, social and economic opportunities should be used to achieve equality of opportunity at the work place. Employees should not be removed from their job. The difference principle advocates for fairness in distributing economic and social opportunities to the under privileged in the society. The merger of the two companies should be geared toward the provision of income to the less privileged rather than to the rich (Garret, par 11).
Transformational leaders ensure that all employees unite towards the achievement of company mission and vision. Their main aim is to ensure that the company achieves their goals. However, they do not achieve their goals through winning loyalty from the employees. Consequently, transformational leaders ensure that task and duties are done effectively by injecting enthusiasm and energy (Changing minds .org, par 1).
Charismatic leaders use charm and grace to win the minds of the employees. In this style of leadership, external power or authority is not used. In particular, the leader becomes loyal to the employees. Employee demands are given preference more than any other issue in the work place. Further, charismatic leaders often pay attention to individual demands. They ensure that employee feel happy in doing their duties and responsibly effectively. In most cases, charismatic leaders make employees feel that they are the most influential persons in the earth (Changing minds .org, par 1).
I would classify the plant manager as being a charismatic leader. According to the above definition of charismatic leadership, the plant manager is totally loyal to his employees. The plant manager always fights for the honoring of employee demands. In particular, the arrangement to get waivers for his employees to conserve time in classes shows how the plant manager is charismatic and understanding.
“Charismatic leadership” Available at, http://changingminds.org/disciplines/leadership/styles/charismatic_leadership.htm. Accessed on 27th September 2012.
“Transformational Leadership” Available at, http://changingminds.org/disciplines/leadership/styles/transformational_leadership.htm. Accessed on 27th September 2012.
Garret Jan. John Rawls on Justice. Available at, http://www.wku.edu/~jan.garrett/ethics/johnrawl.htm#prin. Accessed on 27th September 2012.
Rawls John. A Theory of Justice. New York: Harvard University Press. 1971. Print.