Organizational Justice & Employee Well-Being

This article discusses the impact of organizational justice on employee well-being and highlights the need for better strategies to improve organizational behavior and employee safety. It explores a real-life incident of unethical behavior in a construction company and examines the Human Relations Behavioral Theory in relation to employee productivity. The article also suggests strategies for promoting fairness and safety in the workplace.

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Title: Organizational Justice & Employee Well-Being
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Organizational Justice & Employee Well-Being 1
Organizational Justice & Employee Well-being
The work environment in an organization should be ethical and should offer equal
opportunities to the employees. This is what I have learned through my knowledge and from
the different studies conducted by prominent scholars. But, one experience changed my
opinion. My brother, who works for a construction company that is BGC Construction
Company, always tells me about the different accidents that take place in his industry and
how some of the organizations have a careless attitude towards their employees. In addition
to this, I was flabbergasted, when he told me that he did not receive the expected promotion
as his head promoted his relative, who was even under-qualified in comparison to my brother.
This incident exhibited traits of unethical organization behavior and also, an unsecured
environment for the employee (Beauregard, 2010). This incident impacted my brother
immensely as he does not have the same zeal towards his work as before. He lost interest in
his work.
The most appropriate organizational behavior story that will accurately examine this
incident is the Human Relations Behavioral Theory. According to this theory, the different
functions of an organization will be considered best only if the employees of the organization
feel empowered and valued. With the human relations behavioral theory, employee
productivity can be examined under different working conditions. For instance, before the
unjust behavior of the organization, my brother has huge enthusiasm and respect for the
organization he was working for, but after the act of nepotism, he has a completely different
behavior, which impacted his productivity immensely (Nery, Neiva & Mendonça, 2016). It is
due to the fact, which the human relations behavioral theory states that an employee tends to
enhance and elevate his productivity as he feels more satisfied and validated about his work.
On the other hand, the fact that the BGC Contraction Company ignored its employee’s well-
being, due to the increasing accidents at the construction site, this further impacted my

Organizational Justice & Employee Well-Being 2
brother. This incident also highlights the two major aspects of organizational justice theory,
which are procedural and distributive (Pan, Chen, Hao & Bi, 2018).
According to the workplace situation in the BGC Construction Company, there is a need
for developing better strategies that help in improving the organizational behavior and also,
improves the standards for employee well-being (Rafferty & Jimmieson, 2016). Therefore,
 The organization has to ensure that employees should be promoted for their skills,
knowledge, and other positive attributes that can help the organization in fulfilling
high goals. For this, the organization has to ensure that nepotism should not be
practiced in the BGC Construction Company.
 The organization also have to improve its standard of safety measures for the
employees, as in a construction company many small and big accidents take place.
The organization has to change its ignorant behavior, as it can lead to massive
repercussions (van Olffen & de Cremer, 2009).
 In addition to the BGC Construction Company has to ensure that they offer regular
training to all its employees that are both senior and junior, for improving their
organizational behavior. The employees should be provided adequate information
about social and ethical issues and their importance in developing an effective
working environment.
 The organization should push the employees to participate in different creative
activities that help them in increasing their productivity, but at the same time makes
them understand the concept of organizational justice (Wright & Huang, 2012).
This incident displayed a picture which helps me understand the difference between
theoretical and practical approaches. It helped me in understanding the importance of
different organizational behavior approaches, organizational justice approaches, and also, the

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need for organizations to look after its employee’s well-being. The connection between the
organization behavior and the productivity of the employees, clearly states that an
organization has to work continuously for improving their work environment. In addition to
this, it also exhibited that the heads of the organization play a crucial role in monitoring the
different practices and processes of the organization, examining that they are just and not
unethical. BGC Construction has to follow all these different strategies and should ensure that
the employee should be fairly validated and should be satisfied with their jobs. The company
should also ensure that employees are its biggest asset, therefore, it is crucial that they look
after their safety and security, for which, they should incorporate the most effective measures
for safety.

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References
Beauregard, T. (2010). Direct and Indirect Links Between Organizational Work-Home
Culture and Employee Well-being. British Journal Of Management, 22(2), 218-237.
Nery, V., Neiva, E., & Mendonça, H. (2016). The Changing Context and the Organizational
Justice Impact on the Employee Well-Being. Paidéia (Ribeirão Preto), 26(65), 317-324.
Pan, X., Chen, M., Hao, Z., & Bi, W. (2018). The Effects of Organizational Justice on
Positive Organizational Behavior: Evidence from a Large-Sample Survey and a
Situational Experiment. Frontiers In Psychology, 8(1), 12-18.
Rafferty, A., & Jimmieson, N. (2016). Subjective Perceptions of Organizational Change and
Employee Resistance to Change: Direct and Mediated Relationships with Employee
Well-being. British Journal Of Management, 28(2), 248-264.
van Olffen, W., & de Cremer, D. (2009). Who cares about organizational justice? How
personality moderates the effects of perceived fairness on organizational
attachment. European Journal Of Work And Organizational Psychology, 16(4), 386-406.
Wright, T., & Huang, C. (2012). The many benefits of employee well-being in organizational
research. Journal Of Organizational Behavior, 33(8), 1188-1192.