The Management of Organizational Justice
Definition: sense of the moral propriety of how they are treated.
Prescription: logically determine what actions are truly just
Descriptive: Seeking understand WHY things are just
Why care about justice?
Long-range benefits: employees prefer just organizations as they can predict outcomes. "control model"
Social considerations: "group-value model" shows that just treatment highlights respect amongst others.
Ethical considerations: People care about the way others are treated
Three components of justice
Distributive
Procedural
Interactional
Allocation of justice. Some get and some do not. "Just share"
by which outcomes are allocated.
Equity theory: How much we get relative to how much we contribute, compared to another.
Just procedures can mitigate ill feelings around unfavorable outcomes
Essential for maintaining institutional legitimacy.
How someone treats another.
one-on-one transaction
Working Together: Three components of Justice Interact
The impact of organizational justice
Builds trust and commitment
Improves job performance
Fosters employee organizational citizenship behaviors
Builds customer satisfaction and loyalty
Evidence suggests the three components interact. "The ill effects of injustice can be at least partially mitigated if at lease one component of justice is maintained
All three components predict trust
workplace justice predicts effectiveness in job performance
Workers tend to tailor citizenship behaviors carefully around those who treat them justly
Treatment of employees can spill over into customer saisfaction
Creating Perceptions of Justice
Selection Procedure
Selection is first intro. to organizations. It pays for orgs to treat applicants justly
Reward systems
Design appropriate questions and criteria to highlights justness
Allow for applicant to respond to questions sufficiently
Do not forget importance of interactional justice
motivate individual performance
maintain group cohesion
Conflict Management
Layoffs
Performance Appraisals