The Management of Organizational Justice (How is this done? (If all else…
The Management of Organizational Justice
Managers often confuse favorability with outcome justice.
Three Kinds of Justice
How outcome are allocated, not necessarily the outcomes themselves
How one person treats another
Seek from supervisors.
Allocations some get but others do not.
These rules map onto Aristotle’s famous dictum that all men wish to be treated like all other people (equality), like some other people (equity), and like no other person (need)
Builds Trust and Commitment
Improves Job Performance
Builds customer satisfaction and loyalty
Several studies have found that justly treated employees are more likely to comply with workplace policies, show extra con- scientiousness, and behave altruistically toward others
How is this done?
If all else fails, layoffs are apart of it.
At the most basic level, rewards systems need to accomplish two goals: They need to motivate individual performance, and they need to maintain group cohesion.
Manage Conflict, but do not always have to win
Select Positive Job Candidates
Keep Performance review scores, to avoid 'vanishing performance appraisal'
Why is it important? "Justice acts as a sort of buffer, allowing employees to maintain respect and trust for an organization even when things do not go as they would have liked."