Justice

Fairness in organizations is more than just fair pay - it shapes job satisfaction, #trust and cooperation. In addition to salaries, transparent processes and respectful leadership count. Particularly important: how decisions are communicated often has a greater impact on the perception of fairness than the decision itself. A fair corporate culture is created through clear structures and a culture of personal responsibility. A truly fair working environment can only be created if the organization and employees work together

Justice - a big word that is deeply rooted in us. Even children react sensitively when they feel they are being treated unfairly. “Why does my brother get a bigger piece of cake?” These early experiences shape our sense of fairness and often accompany us into our professional lives. But what exactly does fairness mean in companies, and why is it so crucial for employee satisfaction and cooperation?

Different perspectives on justice

Let's take the example of that cake in the office. Philosophers ask: What is fair? They discuss according to which principle the cake should be divided - according to hunger, age or equally for all? Lawyers deal with laws and regulations. They look to see whether there is a company policy on cake distribution. Psychologists, on the other hand, are interested in subjective perception - for example, why some people feel disadvantaged, which of the above principles are seen as fair. Because what seems fair to one person is perceived as unfair by another. This subjective view plays a particularly important role in the work context.

Justice in organizations as a marathon

We can imagine an organization as running a marathon. The employees are the runners who push themselves to reach the finish line - in other words, to generate sales or successfully complete projects. But what ensures that everyone feels treated fairly? Decades of psychological research into fairness in organizations has revealed three aspects:

1. Distributive Justice

Do all runners have the same equipment and fair starting conditions? This corresponds to the fair distribution of salaries, bonuses and resources within the company.

2. Procedural Justice

Are the rules of the competition the same for everyone? In the organization, this means transparent, uniform and comprehensible decision-making processes.

3. Interaktionale Gerechtigkeit oder «interactional justice»

How does the coach or manager behave towards the runners? Are they treated with respect, motivated and valued? This dimension is crucial for employees' #trust in their superiors.

If a runner is favored or the rules seem unfair, this leads to frustration, unrest and, in the worst case, to dropping out of the race - or in the corporate context: to resigning or changing jobs.

Why “interactional” justice is particularly important

While fair salaries and transparent processes are important, in practice it is often the way in which decisions are communicated that makes the biggest difference. One and the same decision can be perceived as either fair or hurtful - depending on how it is communicated.

However, not every employee reacts in the same way to potential injustice. Some quickly feel offended, others take the same situation in their stride. This depends on personal experience, expectations and the degree of #self-responsibility. Those who expect constant recognition from their manager feel disadvantaged more quickly than those who derive more satisfaction from themselves.

Organizational Justice - a question of perspective, clarity and attitude

There is no such thing as one fairness in organizations. Rather, there are different dimensions and principles, and everyone perceives fairness differently. For a fair corporate culture, this means that it is not created solely through fair salaries or transparent processes - but above all through appreciative, respectful communication.

Fairness is not a one-way street. It thrives on both the obligations of the organization and the personal development of employees. Companies can do a lot to create a fair working environment through clear rules, transparent decision-making processes and fair leadership.

But employees themselves should also contribute: those who only demand fairness from the outside instead of also working on their own resilience and #self-responsibility remain trapped in a passive attitude. A healthy corporate culture therefore not only promotes fairness in structures and leadership, but also supports the personal development of each individual - towards more personal responsibility and a mature view of fairness. Ultimately, a fair working environment is created through the interplay of organizational clarity regarding decisions and individual attitudes.