Are Woolworth’s policies with respect to Organizational justice and employee wellbeing effective?

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HRM
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1HRM
Are Woolworth’s policies with respect to Organizational justice and employee wellbeing
effective?
Organizational Justice can be defined as the perception of the employees and their
determination of the fact whether there exists fairness in the workplace or not. According to
Bratton and Gold (2017), there exists two kinds of justices, distributive justice and procedural
justice. In distributive justice, the outcomes are judged and it is decided whether they are fair or
not whereas in the procedural justice the procedures used to arrive at a conclusion are decided
upon effectively (Alfes et al., 2013). There is another kind of justice, called interpersonal justice
where the manner in which interpersonal interactions and treatments are done is discussed.
When I was interning at Woolworths, my experience was not encouraging. According to
me the organization is divided into several groups and each of these groups possessed a power
based on which the other employees in the organization were treated. Even the management of
the store where I had an experience was faulty and they did not adhere to the policies regarding
employee welfare. When I was placed, a certain group of employees had complaint to him, but
no fair conclusion could be arrived at. Hence, these employees left soon as per their perception,
Woolworth`s managements had not been able to provide them with justice with respect to the ill
treatment done by others.
Although Woolworths has a fair employee scheme, in actual practice I believe it is not
very effective. According to me, this is not correct as the company is one of the leading
organizations and they need to ensure that all their practices with respect to justice are not denied
in actual scenarios. The company needs to act as an example in front of other organizations in