Scenario. You are a mid-level manager. Create a scene where you need to fire an

Question

Scenario. You are a mid-level manager. Create a scene where you need to fire an employee who has been your previous supervisor when you started with the company. At that time, this supervisor had been very unfair in how he/she assessed your work which demonstrated clear favoritism for a few, and rude to you in every conversation you ever had with this person. At one time he/she tried to get you fired by making up an embezzlement story about you and former colleague which was proven false, however, this supervisor supported his/her action by it is his/her job to conduct an investigation for rumors in the office

Explanation / Answer

Outcome Justice:

This type of justice is based on observing the outcomes of an action. Under this method, the same punishment/fine is awarded to every person committing a particular offense or violation of the company policy without looking into its underlying causes.

Assume the scenario given above, the offense here can be termination of an employee as a result of regular latecoming to the workplace. The manager in question should be terminated after he is found guilty. There is no attempt made to look into the reasons for his latecoming. Similarly, any other employee who is late to the workplace has to be terminated if following the outcome based justice. Because, in both the scenarios, the outcome, i.e latecoming is same. Further, there is no attempt made to identify the reasons for such behavior.

Procedural Justice:

Procedural justice is based on the conduction of a definite procedure in view of resolving any disputes and is defined by the policies of the organization. Under this system, all the employees are treated equally and any violation of a policy of the organization is followed by carrying out the standard procedure to establish the guilt of the employee.

In essence, this type of justice entails the fairness of the procedures using which decisions governing the settlement of any disputes in the organization are made.

Assume, the manager to be terminated in the above case has been coming late regularly to the office. This behavior has been noted by his supervisor. According to the standard policy of the organization, late coming is not tolerated. The person in question has thus violated one of the policies of the organization. In this scenario, the standard procedure to be executed in case of violation of the policies of the organization needs to be carried out. It may include steps such as, noting down of the violation of the policy by the supervisor in the employee file, followed by warning and further steps in case of the employee not paying heed to the warning.

The procedure is same for all the employees who come late to the workplace.

Interactional Justice:

Interactional justice is composed of 2 sub categories: Interpersonal Justice and Informational Justice. Interpersonal Justice involves treating the concerned individual with dignity and respect and Informational Justice is concerned with ensuring that the concerned individual is provided with adequate, true and timely information about the justice procedures being carried out and the outcome of the procedures.

Assume in the case above, the manager has been found guilty of regular latecoming to the workplace. Under Interactional justice, during the trial period the manager has to be treated with dignity and respect and he should be provided with timely information about the proceedings and the outcomes of the trial. He should be made aware of the violations done by him and the standard procedures of the organization following which the trial is being conducted. If the outcome of the trial involves termination, then the concerned employee should be made aware of the reason for his termination all the time being treated with respect.

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