The managers practice process fairness, their employees work more productively to increase profits both directly and indirectly. The cost of being fair is less, but the benefits of being fair are enormous, yet people are not following fair processes at their organizations. Process fairness is more likely to gather support for a new strategic initiative and foster a culture of innovation at the organization
Three drivers of process fairness for the employees
1. Feeling of inclusion with respect to voicing their concerns, beliefs or suggestions for the decision making the process at their workplace, and are those suggestions and concerns given due importance or not?
2. The understanding of how the decisions are made – Employees want fair decision-making process, free of bias and based on accurate information.
3. The behavior of managers: – Feeling of being valued and cared for by the managers, and do the managers empathize their points of view?
Using process fairness, companies could save a lot of money and still have more satisfied and dedicated workforce. By creating a trusting environment, where people can safely voice their concerns, has a trickledown effect on the bottom layers of workers in any organization. A number of people feel safe, and satisfied when they feel they are being patiently heard and genuinely cared for by the higher management, thus contributing to increasing bottom line for the company. When employees feel their supervisor is open to new ideas, it leads to a culture of creativity and innovation. Process fairness attracts innovative employees
Managers, who will feel knowledge is power, feel threatened to involve their employees in process fairness, as they feel they would lose their power. Managers are not fair sometimes when they want to avoid uncomfortable or stressful situations so that they run away or avoid the same. Also, some executives don’t practice fairness as they are unaware of the benefits of fair practices.
Companies can take following steps towards process fairness
1. Address knowledge gaps, prior knowledge of uncomfortable situations/warnings of negative emotions can help they prepare well to practice fairness during those stressful periods.
2. Invest in training- Subordinates of trained managers can help spread a culture of great ethics by working harder, helping other employees and less likely to steal or resign.
3. Making process fairness a top priority- Right from the topmost managerial levels, being fair at the process should be a prime responsibility, who engage in two way communication and have a more participative style of management, given ample advance notice for change, respect, and feeling of mutual trust.
Organizational Statesmanship and Dirty Politics: Ethical Guidelines for the Organizational Politician
Organizational politics might not be always negative or dirty. The politics could be more ethical and positive in nature. There are benchmarks by which we can ascertain the rightness or wrongness of political actions. Three approaches to moral issues:-
1. Utilitarian approaches. The behavior is judged by the overall welfare (for employees, stakeholders etc.). It is based on the greatest good for greatest number of people. This encourages efficiency and productivity, it’s quite similar to business ideas of profit maximizations and fair audits, and also the influence goes beyond the individual and rather focusses on all aspects of the organization and constituents. Though it is virtually very diffult to achieve the greatest good for all
2. Approaches based on rights. These emphasize the personal entitlements of individuals. To check if any personal right’s like right of free consent or free speech or right to privacy, conscience , due concern are not violated for any individual. Protects the individual from any kind of harm and establishes spheres of freedom and privacy also establish norms of social behavior that are independent of outcomes. The negative could be that this might propagate a more self-centered and individualistic approach.
3. Approaches based on justice – fair distribution of benefits and burden. Ensures that all resources are fairly distributed and there is no dominance of status or class and protects the rights of people who do not get adequate representations in organizations. One weakness could be it can encourage a sense of entitlement that reduces risk, innovation, and productivity in an organization.
Rules based on the above approach help in treating employees fairly, and not hurting specific interests of people associated with the organizations in any capacity. It helps political inclinations be more diplomatic and fair rather than dirty or in bad taste for individuals.