I need a discussion response to my peers discussion post for our Performance Man

Question

I need a discussion response to my peers discussion post for our Performance Management Class

Procedural justice is the idea of fairness of the rules involved in the allocation of rewards. Distributive justice involves fairness of the actual reward, in relation to some standard. An employee who receives an unfair evaluation should have the opportunity to appeal that decision which is a basic principle of procedural justice. Employees should have input into design of the appraisal process, including requirements that supervisors provide documentation of the behaviors that led to the ratings. Supervisors have control over procedural justice when creating procedures and policies that will show the response will be fair and consistent no matter who is involved.  In using the principles of procedural justice to avoid an employee to quit, I would show the employee previous cases where even high-level employees were reprimanded, received bad evaluations, or let go. I would show that the company is fair and impartial when administering all evaluations.

Milkovich, G., Newman, J. (2016). Compensation (12th ed). New York, NY: McGraw Hill.

Explanation / Answer

The discussion post successfully explains the concepts of procedural and distributive justice. I would although like to add that organizational justice ahs three dimensions, namely, distributive justice, procedural justice and interactional justice. Where, distributive justice is the degree to which the rewards or outcomes that are received from the company are perceived as fair by the employees. Procedural justice, as the post explains, is the degree to which fair decision making procedures are being used in the company. And, interactional justice refers to the degree to which the people in the company are treated with respect, dignity, and kindness in interpersonal interactions within the organization.

Procedural justice is crucial in companies, as people don’t care only about the reward fairness, they also expect the decision making process to be equally fair and just. Procedural justice is very important to employees in decisions like employee selections, layoffs, performance appraisals, employee surveillance, and compensation decisions. To prevent employees from quitting, procedural justice thus plays a huge role. It establishes employee’s faith in the management, and negative decisions for the employee are also taken as a learning opportunity by the employee, keeping in mind the company’s best interests.

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