Meaning ● Organizational Justice Theory, a crucial framework for SMBs undergoing growth, automation, or new system implementation, assesses employee perceptions of fairness in the workplace. It directly impacts staff morale, commitment, and productivity, all essential for successful scaled operations. This evaluation covers three key dimensions: distributive justice (fairness in outcome allocation such as compensation and promotions), procedural justice (fairness in processes used to make decisions), and interactional justice (fairness in interpersonal treatment during decision-making).
● Considering automating customer service via AI, organizational justice focuses on how equitably job roles are redesigned. Procedural justice assesses if all stakeholders’ concerns were considered in the automation project, mitigating conflict. A company implementing a new enterprise resource planning (ERP) system must ensure employees receive adequate training, thus supporting fair practices. Addressing all the nuances and complexities of a newly adopted implementation may result in positive impacts among staff, impacting the company positively. Ultimately, perceptions of fairness heavily influence an SMB’s ability to retain talent and ensure a smooth transition through periods of significant change and growth.
