What is organizational justice?
Justice or fairness refers to the idea that a particular action or decision is correct in terms of morality. These decisions or actions may be defined according to the ethics, fairness, equity or law. Fairness is of central interest of the organizations as the injustice in the organization may impact the employees at work. Fair pay, equal opportunities for promotion and personnel selection procedures are some of the issues that may arise in the organizations. Organizational justice has been derived from the equity theory that suggests that judgments are fairly made on the basis of input and output.
It is very important for every organization to put organizational justice at the priority as it helps in reducing the incidence of workplace abnormality, disengagement and also boost positive traits like trust and progressive communication.
What are the different types of organizational justice?
Organizational justice is mainly of 4 types
- Procedural justice
- Restorative justice
- Distributive justice
- Retributive justice
The system of organizational justice depends on five important principles.
Effective reporting avenues: There are many reporting avenues that are offered by the company to the managers and the employees. Whatever may be the number of avenues offered, the senior executives need to be encouraged and explained about the importance of reporting concerns. There are chances that in the absence of a reliable reporting system, the managers and employees may overlook the misconduct. This will eventually wear away the chances of developing a culture of integrity and compliance.
Equal discipline: Many companies and organizations today have created a committee that evaluates the internal investigations and other disciplinary actions. The unequal discipline undercuts the chances of organizational justice. Thus, even if the senior official commits the same offense like that of the employee, same discipline must be carried out.
Prompt resolution: There should be a continuous acknowledgment of the concerns of the employees of the organization. thus, the needs of the employees must be identified and assigned. It is the responsibility of the investigative staff to communicate on a regular basis to keep the higher authorities informed about the status of the needs of the employees.
Non-retaliation against whistleblowers: It is necessary for the company to communicate at every possible opportunity about its commitment. The message that is to be conveyed to the employees must be in the form of policy documents and it can further be discussed verbally in official meetings with the employees.
Compliance program improvements: It is very important to assess and monitor the outcomes of the internal investigations in order to have a potential compliance program improvement. With the help of internal investigations, the company’s weaknesses are revealed, particularly in the financial terms. These findings must be taken into consideration and then a proper must be designed to enhance the compliance program. If there is something in the investigation function and the ethics and compliance program, the whole process must be reviewed and monitored.