An example of interpersonal justice is when a manager promotes an employee based on their experience, merit, and performance.
Understanding Interpersonal Justice
Interpersonal justice, often referred to as interactional justice, focuses on the perceived fairness of the treatment employees receive from their managers or supervisors. It's about how people are treated during interactions and communications within an organization. When managers effectively practice interactional justice, they are open, consistent, and fair to their employees. This encompasses not only the fairness of outcomes but also the way those outcomes are communicated and handled.
Key Aspects of Interpersonal Justice
- Respect: Treating employees with dignity and politeness.
- Honesty: Being truthful and transparent in communications.
- Sensitivity: Showing consideration for employees’ feelings and concerns.
- Fairness: Applying rules and policies consistently.
- Open Communication: Being accessible and listening to employee feedback.
Example: Promotion Based on Merit
The provided reference states that "when a manager is exercising interactional justice, she or he will promote an employee based on experience, merit, and performance." This illustrates a key aspect of interpersonal justice. Instead of favoritism or biases influencing the promotion, the manager focuses on objective criteria.
This example highlights several elements of fair treatment:
- Transparency: The criteria for promotion are known.
- Meritocracy: Performance and skills are valued.
- Respect for Contribution: Recognizing and rewarding hard work.
By promoting an employee based on these fair parameters, the manager demonstrates that they value their employees' contributions and treat them with respect. This action fosters a sense of fairness within the team and increases employee trust and motivation.
Why Interpersonal Justice Matters
When employees feel they are treated fairly, they are more likely to:
- Be more engaged and committed to their work.
- Have higher job satisfaction.
- Trust their managers and the organization.
- Be more productive.
- Be less likely to leave the company.
Summary
In conclusion, interpersonal justice is about how employees are treated during interactions at work. A clear example of this is when a manager promotes an employee based on experience, merit, and performance, as opposed to personal biases or arbitrary factors. This behavior fosters a culture of respect and fairness, significantly impacting employee morale and productivity.
