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What does organizational justice mean?

Published in Workplace Fairness 3 mins read

Organizational justice refers to how fair employees perceive the procedures, interactions, and outcomes within their workplace. In essence, it's about whether employees feel treated equitably and respectfully by the organization.

Understanding the Core of Organizational Justice

The term 'organizational justice' refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. This broad concept can be broken down into different types:

  • Distributive Justice: Focuses on the fairness of outcomes, such as pay, promotions, and resource allocation. Are the results equitable compared to the efforts and contributions of employees?
  • Procedural Justice: Concerned with the fairness of the processes used to make decisions. Are the rules and procedures applied consistently and transparently to all employees?
  • Interactional Justice: Examines the fairness of how individuals are treated during interpersonal interactions. This includes:
    • Interpersonal Justice: The degree to which employees are treated with respect and dignity.
    • Informational Justice: The perceived adequacy and timeliness of explanations provided to employees about decisions affecting them.

Practical Implications and Examples

Here are some practical examples illustrating organizational justice (or lack thereof):

Justice Type Example of Fair Application Example of Unfair Application
Distributive Employees with similar experience and workload receive similar compensation. Bonuses are awarded based on performance and contributions. Employees doing the same work receive different pay without justification. Promotions seem to be based on favouritism.
Procedural Promotion criteria are clearly defined, and all eligible employees have an equal opportunity to apply. Performance evaluations are systematic. Promotion decisions are made behind closed doors with no clear criteria. Performance reviews appear biased.
Interpersonal Managers treat all employees with respect, even when delivering criticism. They address concerns promptly and empathetically. Managers are dismissive or condescending towards some employees. Concerns are ignored or brushed aside.
Informational Employees receive clear explanations about policy changes, and rationale behind important decisions is communicated. Employees learn about policy changes through the grapevine with no official announcement. Important decisions are not explained.

Why Organizational Justice Matters

A perception of fairness significantly impacts employee morale, motivation, and productivity. When employees feel that they are treated fairly, they are:

  • More engaged and committed to their work.
  • More likely to cooperate and collaborate with colleagues.
  • Less likely to experience stress and burnout.
  • More likely to stay with the company.

Solutions for Promoting Organizational Justice

Organizations can foster a sense of justice by:

  • Implementing transparent and consistent procedures.
  • Ensuring fair distribution of resources and rewards.
  • Training managers on how to treat employees with respect.
  • Communicating openly and honestly with employees.
  • Providing avenues for employees to voice concerns and grievances.

By focusing on all aspects of organizational justice, companies can build a more positive, productive, and equitable workplace.