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Managing Organizational Justice (Organizational Justice Impacts (Justice…
Managing Organizational Justice
What is org justice?
Prescriptive
Logically determine what sorts of actions truly are just
Descriptive
More concerned with what people believe to be just
Seek to understand why people view certain events as just + consequences that follow from these evaluations
Subjective!!
Outcome favorability & outcome justice = different
Why matters
Long-range benefits
Social considerations
Ethical considerations
Components of Justice
Distributive: appropriateness of outcomes
Equity
Equality
Need
Procedural: Appropriateness of allocation process
Consistency
Lack of bias
Accuracy
Correction
Ethics
Interactional: appropriateness of treatment one receives from authority figures
Interpersonal
Informational
Organizational Justice Impacts
Justice builds trust and committment
Improves job performance
Fosters employee organizational citizenship behaviors
Builds customer satisfaction and loyalty
Can be org's identity with stakeholders both internally & externally
Creating Perceptions of Justice
Selection procedures
Set foundation for relationship of justice and trust
Procedural justice
Appropriate questions and criteria
Adequate opportunity to perform
Justice paradox
Unstructured interviews have demonstrated weak predictive validity - perceived justice high
Structured situations increases predictive validity but decreases perceptions of procedural justice
Suggestions
Screening tools
Modify exisiting screening tools to increase job applicants' perceived procedural justice
Interactional justice in hiring process: honest info, timely feedback, etc
Reward systems
Motivate individual performance
Maintain group cohesion
Equal pay - not good
High skilled will look to leave
so as long as allocation process fair, people will accept
If you can't give them an outcome they want, at least give them a fair process
Other
Layoff
Apologies help interactional justice
Performance review
Adequate notice
Just hearing
Judgement based on evidence