Management of Organizational Justice
Issue
The article deals with the issue that justice in the workplace is important and that effective organizational justice can be achieved by understanding the various perspectives of justice and through implementing them accordingly. It also highlights organizational justice as a critical factor in determining the success of organizations. As employees are the driving force of organizations and have different perceptions of justice, it is essential for organizations to manage organizational justice so that employees will be motivated to contribute positively. The three principles of justice, distributive, procedural and interactional ensure that managers’ decision making process will become transparent and therefore improve employees’ perceptions of justice.
Theoretical perspectives
Equity theory relates to employees’ perceptions of inputs to outcomes in relation to that of others. On the contrary, referent cognitions theory implies that a fair procedure leads to a favourable outcome. This theory supports the fair process effect and indicates the importance of managing justice not only on outcomes but also during the process.
The two factor model mentioned does not take into account individual differences. Different people have different personalities which may affect their responses to work-related situations and thereby define fairness differently. For instance, impulsive individuals are more likely to express their emotions for receiving injustice at work and resort to being defiant (Christine Henle, 2005). This shows the importance of understanding various types of personalities before making decisions accordingly. Managers need to put themselves in employees’ perspectives to investigate their reactions to various decisions in order to effectively implement organizational justice. As fairness theory further proves the point “that emotions play an important role in reactions to injustice” (Jerald G., Jason C.), this demonstrates the importance of managing
The article deals with the issue that justice in the workplace is important and that effective organizational justice can be achieved by understanding the various perspectives of justice and through implementing them accordingly. It also highlights organizational justice as a critical factor in determining the success of organizations. As employees are the driving force of organizations and have different perceptions of justice, it is essential for organizations to manage organizational justice so that employees will be motivated to contribute positively. The three principles of justice, distributive, procedural and interactional ensure that managers’ decision making process will become transparent and therefore improve employees’ perceptions of justice.
Theoretical perspectives
Equity theory relates to employees’ perceptions of inputs to outcomes in relation to that of others. On the contrary, referent cognitions theory implies that a fair procedure leads to a favourable outcome. This theory supports the fair process effect and indicates the importance of managing justice not only on outcomes but also during the process.
The two factor model mentioned does not take into account individual differences. Different people have different personalities which may affect their responses to work-related situations and thereby define fairness differently. For instance, impulsive individuals are more likely to express their emotions for receiving injustice at work and resort to being defiant (Christine Henle, 2005). This shows the importance of understanding various types of personalities before making decisions accordingly. Managers need to put themselves in employees’ perspectives to investigate their reactions to various decisions in order to effectively implement organizational justice. As fairness theory further proves the point “that emotions play an important role in reactions to injustice” (Jerald G., Jason C.), this demonstrates the importance of managing