Organizational Justice Essay Example | Topics and Well Written Essays - 1750 words

Organizational jurist - Essay ExampleOrganizational Justice is the term used to define peoples experience of fairness in an organization. The majority of studies on evaluator were conducted in the 1960s, but the majority of studies on evaluator in organizations stimulate been published since 1990 (Charash 278). As it is a relatively newer field, it is surprising the number of studies that have been conducted, Charash mentions 400 studies and 100 speculative papers. It is therefore obvious that it is an important topic in Business Management.There are three master(prenominal) types of Organizational Justice distributive, procedural, and interactional (Charash 278, Henle 248). Distributive justice emphasizes the perceived outcome of fairness, and is mainly related to the cognitive, affective, and behavioural reactions to particular outcomes. When an outcome is perceived as unfair, it volition affect the employees emotions and ultimately their demeanour in congener to the organ ization. Distributive justice fails the measure the interpretation of the methods of an organization, it only addresses the outcome.Procedural justice shifted the focus from emphasizing not only the outcome as with distributive justice, but rather the perceived fairness of the process by which the outcome was achieved. (Charash 280). It is simply defined as the fairness of the process by which outcomes are determined. ... They are (a) the physical structure rule (b) the bias-suppression rule (c) the accuracy rule (d) the correctability rule (e) the representativeness rule and (f) the ethicality rule. It is worth noting that perception of unfairness in an organizations procedure will result in reactions directed toward the organization as opposed to distributive justice, where the reactions will be directed toward the decision maker.The third type of Organizational justice is interactional justice. Interactional justice pertains to the human side of organizational procedures (Charas h 281). It is best explained as the way management is behaving toward the recipient of justice it relates to the conversation process between the source and the recipient of justice. Because interactional justice is determined by the interpersonal behavior of managements representatives, reactions are generally directed toward those individuals as opposed to the organization. It is difficult to determine a measurement of the justice in an organization as the interpretations of justice are subject to an individuals opinion. However, there are some find out factors. Perceptions of justice are influenced by many different variables including (a) outcomes one fulfils, (b) organizational practices, and (c) characteristics of the perceiver (Charash 282). An organization suffer be perceived to be unfair if an individual receives an outcome that they perceive to be unfair (ie. Dont receive a promotion they feel they deserve). A set guideline or practice of an organization trick be perc eived as unfair, such as no health care until a years employment. The perception of fairness is most drastically colored by the individual who is examining the judgment if they expect health