HRM591: Report on the Management of Organizational Justice and MetLife

This report summarizes Reading 7.2, focusing on the management of organizational justice. It defines organizational justice as employees' perceptions of fairness, encompassing distributive, procedural, and interactional justice. The report highlights the positive impacts of justice, including improved job performance, enhanced employee citizenship, and increased customer satisfaction. It also provides practical strategies for building justice into management practices, such as selection procedures, reward systems, and conflict management. A case study of MetLife demonstrates how these principles are applied in a real-world setting, emphasizing diversity, inclusion, and transparency. The report references key academic sources and aims to provide a comprehensive understanding of the topic.

READING 7.2: The Management of
Organizational Justice
Presented by-

Summary
■ Organizational justice is the employee’s perception of justice and fair behavior.
■ Organizational justice is an essential element of organization and can be
beneficial to a great extent to organizations.
■ It is a personal evaluation involving ethics and moral values that helps in
carrying out managerial conduct.

Justice has three components:
■ Distribution justice: it concerns the fairness of outcomes involving equity theory.
■ Procedural justice: it is the concern of fairness including fairness issue, fair
methods, and methods used to determine outcome.
■ Interactional justice: it concerns the way of treating informally through the
procedures and distributions. (Mello, 2015)

Organizational justice has the following impacts:
■ Justice Improves Job Performance: the job performance is one of the factor that
get most benefit. Fair leader leads to strong relationship between the workers
and the managers
■ Justice Fosters Employee Organizational Citizenship Behaviors: employees feel
happy working in an environment where one is treated with fairness.
■ Justice Builds Customer Satisfaction and Loyalty: justice encourages workers to
work result oriented as well as customer service oriented that results in growth
of the company (Wang, Lu & Siu, 2015).

Creating justice into management:
■ Selection procedures: treating applicants with just while hiring, organizations are
setting the basis for a relationship of justice and trust when those applicants
become employees.
■ Reward system: rewarding on just behavior encourages employees stick to
fairness.
■ Conflict management: just behavior is always the best method of managing
conflicts through arbitrary decisions.

Cont.
■ Performance Appraisals: Performance assessments must be carried out
across the whole company, for not only just employees or departments
but everyone,
■ Layoffs: when organizations deliver a good justification for the
downsizing is necessary the remaining employees respond much less
harmfully.

Current organization analysis
METLIFE
■ An organization that works with fairness by promoting diversity and inclusion
■ Every employees are given access to the same opportunities for hiring and
promotions
■ MetLife raises a global recognition program providing the same rewards for
anyone who is nominated and selected to receive a performance based
incentive
■ Transparency within the various business units is provided by creating the
MetLife way strategy

References
Mello, J. A. (2015). Strategic Human Resource Management, 4th Edition.
[VitalSource]. Retrieved from
https://online.vitalsource.com/#/books/9781305203204/
Wang, H. J., Lu, C. Q., & Siu, O. L. (2015). Job insecurity and job performance: The
moderating role of organizational justice and the mediating role of work
engagement. Journal of Applied Psychology, 100(4), 1249.

Thank you