Procedural is divided into seven factors that have been determined by Leventhal in his study. Within these seven factors, there have been six rules that are today considered as a milestone in the field of research explaining the concept of justice. The first rule highlights that none of the employees shall be given any kind of unfair and unnecessary support from the employers end as it could provoke other fellow employees. Employees must be taught to consider the organization first before themselves and put aside their own personal interests in order to achieve organizational goals is the second rule put forward by Leventhal. Decision-making process must be conducted after going every detail and making sure that all the information on which the decision has been made is authentic.

According to the fourth rule, there must be a modification panel in an organization that overviews the decisions taken and identify any issues that might be there in order to avoid any complications in future. The allotment of resources and the fairness in it are explained by the fifth rule of this theory while the last rule explains the ethical obligations that imply on individuals conducting this procedure. According to this rule, individuals must abide the moral and societal norms that must be followed by every corporate body.

All the procedures taking place must be done with complete honesty as it determines the culture of an organization. These rules gained so much recognition and international acclaim as it helped in creating a positive environment in an organization and influencing employees in a positive way boosting their performance and dedication towards the firm.   The association that the manager or supervisor has with his employee is explained by this form of justice known as interactional justice. It has been observed that many times two entity takes similar kind of decisions but the outcomes of these decision differs considerably from one another. This difference is due to the interactional relationship that the employer and employee have with one another.

Respect, rationalization, honesty, and modesty are the basic features of interactional justice. Moreover, interactional justice could be subdivided into two different forms that are interpersonal justice and informational justice. The former explains the behavior of an employer with his employees while it also explains the association that one employee has with another employee, the latter focuses on the bits and pieces of the procedure that takes place in an organization. The details about the resources allocation along with keeping the employees up to date with all the decisions taking place in the organization is done through this system. This type of interactional justice also helps to facilitate the communication in an organization among the employees and management developing a higher level of commitment among individuals.

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