Organizational Justice 

Distributive

            Distributive justice is the perception on equality principle.  Fairness in the distribution of outcomes is a concern and all people should be treated equally (Baldwin, 2006). Outcomes such as career opportunities and wages are expected to be distributed equally and inputs such as training and education should be provided to all people without discrimination. HR policies play a significant role in ensuring that all employees receive equal development opportunities (Baldwin, 2006). Since the issue of favoritism has highly increased in many organizations, attention on justice has been employed to ensure equal distribution of rewards.

 Procedural

Procedural justice is the perception that there should be fairness in the process of making decisions. The purpose of being involved in making decision is to share opinions on a particular issue through following justice principles (Baldwin, 2006). In organizations, employees need to be given the opportunity to express their opinions in making decisions. In addition, employees need a sense of belonging and so the organization should ensure the voice of principle such as empowerment programmes. Even though employees need to be involved in decision making, other criteria for procedural justice include consistency, neutrality, morality and ethicality and more (Greenberg, 2013).

 Interactional justice

 Interactional justice correlates with procedural justice where employee need participation in decision making, but interaction emphasizes that process of decision making as an employee right (Baldwin, 2006).  Employees expect interpersonal treatment and their perceptions is focused on the idea that interactional justice involve truthfulness, respect and justification. Since authority can hinder fair justice judgment, it recommended that managers should be trustworthy, should show neutrality to avoid unbiased decision and should stand firm as a manager-should show respect and dignity (Greenberg, 2013).

 

Importance of justice in the workplace

             The three dimensions of justice in organization are important as they ensure fair treatment and control threats and challenges (Baldwin, 2006). For example, when organization ensures equitable pay, employees will improve performance, create   loyalty and pay commitment and trust. In addition, procedural justice in organization is very important as it reinforces ‘organizational citizenship behavior’ (OCB) (Baldwin, 2006). Employees develop a voluntary commitment, adhere to prosocial acts and engage in constructive things. Other point is justice promotes employee well-being. When employees are treated fairly with no bias, they use the internal treatment   in creating a self-assessed health. Through justice, employee ensures fair performance appraisal and participates in conflict resolution. Rather than solving cases through mediation and negotiation, justice allows employees to use arbitration and waits for the manager’s judgment (Baldwin, 2006). Layoffs and termination have creating a big problem within the organization as employees are terminated without clear justification.  Justice in this case will ensure honest explanation before termination an employee. Today, employees are facing challenges due to unfair selection procedures.  This not only affects the employees but it also affects the entire organization since the unfair treatment lowers employee performance and commitment on business operations (Baldwin, 2006).  With justice, HR is responsible in ensuring criteria in selection and staffing In addition, justice play a vital role as it involves employees in organizational change. They are involved in decision making where their views are taken seriously. In addition, they understand the need for change and the impact of change (Baldwin, 2006).

 Unfair treatment scenario

 An employee might feel  unjustly treated  when he  receives  the same level of education and training, and have been  in the business  for   the same period  of time as other  co-workers but when it comes to  promotion,  some colleagues  are promoted  but  he is discriminated.  The discriminated   employee loses self-esteem due to different reward given to   workers who execute similar roles with the same level of knowledge. At the end, the employee loses trust and commitment and feels like he does not belong to the organization.  He perceives this as unfair treatment and this can only be eliminated if the organization adheres to principles of organizational justice.

 

  

 

 

Reference

 

Baldwin  Susanna. (2006).Organizational Justice.  INSTITUTE  FOR EMPLOYMENT STUDIES.

Greenberg Jerald &Colquitt A. Jason.(2013). Handbook of Organizational Justice. Psychology Press,