"Organizational Justice" refer to the extent to which employees see
workplace procedure, interactions and outcome to be fair within the workplace.
This is said to influence attitudes and behavior of employees which in turn
impact outcomes such as, such innovation, increased learning behavior, organizational
trust, ethical behavior, organizational commitment and work performance. These will in turn have a negative effect on the execution of strategy within the organization by its employees.
Types of Organizational justice
There are 4
types of perceived fairness within organizational settings:
Distributive justice – this is the perception of the fairness of decision outcomes, such as promotion opportunities, pay, positive performance appraisals
Procedural justice – this is the perception of fairness within the processes that lead to outcomes, for example performance calibration or procedures for allocating promotional opportunities
Interpersonal justice – this is the perception (positive or negative) of interpersonal interactions and treatments during the decision-making process
Information justice – relates to perception of adequacy, reasonableness and honesty of the explanations given to justify a decision
How can line managers affect employee perceptions of fairness in evolving working models
Organizational Justice in Practice
- Selection
of candidates for jobs
Relevant
questions and criteria: For procedural justice to follow, the candidates
presume that the business will put questions and screening tests as per the
requirements of the job.
Satisfactory
opportunity to perform: This ensures that the candidates are allowed sufficient
scope to make a case for themselves with ample time in interviews (Truxillo et
al., 2001).
- Performance
Evaluation
Give
Adequate notice: This helps to inform people about the timeline and criteria of
work assessment. In addition to this, the participation of employees in
establishing performance standards can raise trust between the employees and
employer.
Keeping
it non-Personal: It means to restrict the performance estimation analysis to
work place evidence, instead of personal thoughts. Employees should also be
provided with an opportunity to explain their side of the events.
Judgment
based on evidence: Clear standards should be set for evaluating employees, and
sufficient information should be assembled before basing decisions regarding
their performance.
- Employee
Rewards
Rewards
systems by default should satisfy two criteria: motivate personal fulfilment
and sustain group unity. However, this is not always easy to do.
Nevertheless,
it sometimes becomes difficult to follow both at the same time. On the one
hand, rewards for individual performance may disrupt group harmony, and on the
other, capping the salaries of high-performing employees to maintain internal
inequality that leads to employee dissatisfaction. This imbalance can be
corrected by utilizing a combination of organizational justice procedures.
To
maximize the benefits of implementing a reward scheme in a business
organization, managers should align the reward scheme and the actual needs of
workers. This alignment is necessary to increase the probability of motivation.
Managers
must evaluate workers’ needs and expectations before developing any reward
scheme. This action ensures that the reward scheme accounts for the actual
conditions and distinctions of the workplace. The resulting alignment helps
identify obstacles and increase the likelihood of the reward scheme’s ability to
overcome such obstacles in motivating employees.
Reward
schemes should be viewed as recognition for achievements. Recognition of
achievements can address esteem needs and motivate employees, according to
Maslow’s Hierarchy of Needs. Also, according to Herzberg’s Two-Factor theory,
recognition is a hygiene factor that helps facilitate motivation.
- Conflict
management
Settling
employee disputes becomes complicated when one or both parties are
uncooperative. Even after spending a reasonable amount of time, managers are
not always successful in arriving at a conclusion. If an arrangement is imposed
on the parties in the form of a settlement, that behavior is termed as
autocratic. Nevertheless, disagreements can be worked out by following
procedural justice.
Implications of Organizational Injustice
Employee
perception and attitudes affect smooth operation and useful management of
business.
- Unfair or unjust practices will give rise to malpractices on the employee’s part.
- Promote job dissatisfaction, inefficient work environment, distrust, and disapproval of the organization.
- The absence of justice gives rise to retribution, lower performance, and hurt morale.
References
Organisational Justice - Institute for Employment Studies (no date). Available at: https://www.employment-studies.co.uk/system/files/resources/files/mp73.pdf (Accessed: April 21, 2023).
The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing. Available at: https://www.elsevier.es/en-revista-journal-innovation-knowledge-376-pdf-S2444569X19300538 (Accessed: April 21, 2023).
CLAIRE A. SIMMERS & ADELA J. McMURRAY (1970) Organisational Justice and managing workplace innovation: Ho, International Journal of Innovation Management (ijim). World Scientific Publishing Co. Pte. Ltd. Available at: https://ideas.repec.org/a/wsi/ijimxx/v23y2019i03ns1363919619500269.html (Accessed: April 21, 2023).
Apa PsycNet (no date) American Psychological Association. American Psychological Association. Available at: https://psycnet.apa.org/record/2009-21289-005 (Accessed: April 21, 2023).
Effect of justice on employee performance in the banking sector of Pakistan (no date). Available at: https://www.econstor.eu/bitstream/10419/188277/1/pjcss334.pdf (Accessed: April 21, 2023).
Pan, X. et al. (2017) The effects of organizational justice on positive organizational behavior: Evidence from a large-sample survey and a situational experiment, Frontiers. Frontiers. Available at: https://www.frontiersin.org/articles/10.3389/fpsyg.2017.02315/full (Accessed: April 21, 2023).
The effects of organizational justice on positive organizational ... (no date). Available at: https://www.researchgate.net/publication/327117546_The_Effects_of_Organizational_Justice_on_Positive_Organizational_Behavior_Evidence_from_a_Large-Sample_Survey_and_a_Situational_Experiment/fulltext/5a5617d4aca272bb6963bc81/The-Effects-of-Organizational-Justice-on-Positive-Organizational-Behavior-Evidence-from-a-Large-Sample-Survey-and-a-Situational-Experiment.pdf (Accessed: April 21, 2023).
- Rangana Prasad Naotunna
The article enhances the overall organizational performance Ranga . An organizational strategy is a long-term plan that allocates how a company plans to use its resources to support business activities. It serves as guidance for how a company can achieve its objectives. Companies use these strategies to help them meet their goals and develop strategic plans. Firstly, an organizational strategy can organizations clearly define their business directions and set their priorities. Secondly, an organization's strategy motivates the entire workforce toward a common business goal. Further, an organizational strategy can simplify the business's complex decision-making process.
ReplyDeleteHi Nilushika,
DeleteReading your comment truly highlighted the importance of strategy. I hope you agree that organizational justice has a big role to play in achieving such strategy.
A design complete with valuable features. "Organizational justice" actually refers to the extent to which employees perceive workplace procedures, interactions, and outcomes as fair in the workplace. This is said to influence employees' attitudes and behaviors, thereby influencing outcomes such as innovation, increased learning behavior, organizational trust, ethical behavior, organizational commitment, and performance. This in turn will have a negative impact on the implementation of strategy within the organization by its employees. I quote this saying for comment. When an organization starts its development, the employees should act according to the affection, mercy and conscience that they show towards their organization. When laying the foundation for innovation, each variable nature of employees must be understood. I appreciate your design.
ReplyDeleteThanks Sineth. The way things are done in the workplace and how people are treated must have transparency and leave no room for debate. Only then can the whole organizational team be motivated to move in one direction towards achieving the strategies.
DeleteOrganizational justice is an employee's perception of fairness in the workplace. It's whether people believe their organization's processes, decisions, and norms are fair and equitable. Organizational justice promotes positive attitudes of job satisfaction, commitment and trust. This article provides a comprehensive overview on this topic.
ReplyDeleteThe principle of organizational justice has several advantages for employees. When employees perceive that their interactions, procedures, and outcomes at work are fair, they tend to have more positive attitudes and behaviors. These behaviors include a greater inclination towards ethical conduct, increased learning, and better job performance. Additionally, when employees feel that their workplace treats them justly, they tend to develop greater trust in their employer and become more committed to their organization.
ReplyDeleteFor line managers, the implementation of organizational justice can lead to improved productivity and better execution of organizational goals. This is because when employees feel that they are being treated fairly, they are more likely to be motivated to work towards the achievement of organizational objectives.