Organizational Justice

“What is justice? Giving water to trees. What is injustice? To give water to thorns. Justice is (consists in) bestowing a bounty in its proper place, not on every root that will absorb water. 1090 What is injustice? To bestow (it) in an improper place that can only be a source of calamity. Bestow the bounty of God on the spirit and reason, not on the (carnal) nature full of disease and complications.” Said Rumi. Justice is, in a way, not condoning the persecution under the name of 'doing what needs to be done'. Because the intention is of great importance on the way to the work done. It is within the scope of justice to separate the right from the wrong, to preserve the measure, to avoid giving more or less to the rightful person. It is not correct to view justice as a set of rules. It should be literally assimilated and, where appropriate, “am I being fair, is it fair to me?” should be asked.

Justice is one of the virtues that must be preserved in terms of ensuring order and trust, especially in environments such as the business world where competition is at an extreme. Regardless of the size of the business, managers should ensure that the managed are treated fairly and should not engage in discriminatory practices such as nepotism.

So what are the indicators of justice? While the laws of the state are based on providing security and peace in the society, institutions also create their own principles and rules to protect the internal balance and trust within the company. These indicators can take different forms depending on our environment, but the underlying desire is always the same: to maintain trust, measure and satisfaction. Indicators in business life are employee satisfaction, mutual trust and avoidance of special treatment during the implementation of the rules. Approaching events and facts with a single point of view and not being able to empathize is one of the biggest obstacles to being fair. In this case, managers have a great responsibility to take action by gaining emotional awareness and understanding the feelings of themselves and those around them.

Justice is not a quality that is monopolized by administrators and decision makers. We are obliged to ensure justice even if we are governed in our own lives as well as in the environments we live in. We should not be silent and accept the situation when we understand that the managers are acting unjustly. On the contrary, it is the most important step we can take to defend what we think is right within the framework of the rights and freedoms given to us, to criticize what we find unfair, and most importantly, not to remain silent about any injustice.

This situation is no different for managers and managed people in the business world. Maintaining justice is essential in building trust and creating a healthy work environment between employees and employers. Fairness must be questioned at every step of the decision-making process: decisions must go through a continuous evaluation phase as they are made, implemented and supervised. It is important that the division of labor is fair, that the employee is given the material and/or moral incentive he deserves after his work, and that responsibilities are shared considering the needs and personal skills of the employee. Even if we do not have a written “justice list” and we do not have to fill the checkboxes of this list every day, we must take care to protect our virtues even in challenging situations such as competitive business environments. After all, what makes a person human is that he can protect his human values ​​and protect his will in such difficult situations.

Companies and managers should provide a fair working environment for their employees. Regardless of cultural background, gender, seniority, all employees should be offered equal opportunities and should not be discriminated againstThe fact that female employees under the same job title and with the same workload are paid less than male employees is one of the most important examples of injustices in business life that we still see today.

It is also our responsibility not to remain silent to such injustices because this is not just an injustice done within the institution, but a problem that we must overcome in general. Features such as gender, religion, language, race should not be a factor in exclusion in any area of ​​life, including business life, and should not prevent equality of opportunity. Because all kinds of discrimination are against the law and such discrimination should not be allowed in the business environment. Regardless of the size of the business, a business ethics policy should be followed and the matter should be shared with the company executives as soon as it is understood that this policy is violated and not treated fairly. Because justice is a phenomenon that no person can renounce, regardless of the ruler or the ruled.

If an employee thinks that he or she has been treated unfairly, he or she will have to cope with many negative emotions such as feeling inadequate, helplessness, tension, unhappiness and disappointment. This situation not only kills the work performance of the person, but also injures his communication with the people around him. In order to prevent these, it is very important to maintain the bridge of trust and to ensure that satisfaction is maintained by getting feedback on this issue when appropriate.

If the decision makers in the business environment start to make decisions with the mentality of 'My way or the highway' under the influence of the authorities given to them, there will be a low motivation in the workplace and this mentality will be one of the main reasons underlying all the problems to come. A very positive comment cannot be made about the future of an enterprise whose scales of justice prevail on one side. When employees realize this injustice, the negative emotions they will experience will reduce their motivation, cause conflicts between employees and form the basis of problems that are very difficult to solve in the workplace in the long run.

Managers should act in accordance with the determined principles and should not make concessions for anyone. Not to deprive the deserving of their rights, to encourage them, in short, to act appropriately is a critical point in the functioning of these principles. And the line drawn for justice starts right here. Appreciating the employee who works hard or pretending that the one who does not work enough does not exist so that she will not be offended does not show that the management is fair. Encouraging employees to work properly, identifying those who prevent inequality by intervening immediately in any chaos in the workplace, not allowing favoritism and groupism, and applying punishment and reward where necessary shows how fair the management is.

As a result, justice should be protected in all areas from family, which is the smallest institution of society, to business lifeManagers who do not allow the power of authority to blind themselves are the ones who should carry us forward in the search for rights and law. Although it seems that decision makers and managers have a lot of work to do here, each individual of the institution has the duty of 'not to remain silent in the face of injustice' and 'to seek justice'. Every person who stays silent and does not seek his or her rights in cases where justice cannot be provided is contributing to injustice as well. Unless people speak up about this injustice, eventually it will become bigger and people will become afraid to speak up. We should do our part to break this vicious circle, and we should not characterize justice as a phenomenon that is monopolized by the rulers. We must stand firm against being manipulated, our rights being violated, and being treated differently due to factors we cannot control, such as our cultural background. We must make our voices heard in the face of injustice and continue to do so until equal opportunities are created for every individual.