Tools / Organisational Fairness

Managing human performance through organisational fairness

Distributive fairness
Distributive fairness refers to fairness of outcomes: rate of pay, appraisal score or a promotion decision.
Procedural fairness
Procedural fairness refers to the fairness of processes; of the process for making pay decisions, fairness of the appraisal system, or fairness of the career system.
Interaction fairness
An important aspect of procedural fairness is how employees feel treated in their interactions with others. Interactional fairness concerns the extent to which we are treated with respect and accorded dignity by other individuals.
Consequences of unfairness
Individuals who feel unfairly treated often feel motivated to take retaliatory action against the organisation or person they believe to be responsible. Such retaliation can include withdrawal of effort, critisising an organisation to its customers, acts of sabotage, legal action or even in some cases acts of violence.

Applicable:

• Start up
• Growth
• Crisis
• Restructuring
• Change