Distributive Justice which is employee’s perceived fairness of the amount and allocation of rewards among individuals. Distributive fairness reflects how fair employees in an organization perceive the actual allocation of outcomes they receive to be. Problems with distributive justice may arise if employees feel something negative cannot be avoided, when everyone cannot receive the same thing or what they each want, and when valuable resources or outcomes are scarce. Throughout management there is a constant task of making things seem as fair as possible for subordinates and fellow employees. Employees and subordinates always seem to find a way to beat one another of each other. In essence they constantly question why one employee has better benefits, pay, or even treatment than them. Part of the time the employee may not be 100% sure that this actually does occur but rather a "feeling" of unfairness throughout their workplace. Management's job seems to be not only run the business as so but to also smother fires of jealousy or suspected unfair treatment between subordinates/employees. What one person may see as unfair another may see as perfectly appropriate.
Procedural justice theory maintains that people can see beyond short-term decision outcomes and, under certain circumstances, willingly make sacrifices. Thus unfavorable outcomes can be considered acceptable provided they are based on a process that is perceived as fair. Perceptions of fairness in organizations are not only driven by outcomes they are also influenced by the fairness of the process used to reach those outcomes which is procedural justice. Procedural Justice is the perceive fairness of procedural justice are process control and explanation. Two key elements of procedural justice are process control and explanations. Process control is the opportunity to present one’s point of view about desired outcomes to decision makers. Explanations are clear...