The Importance of Distributive Fairness in the Workplace
As a manager, it’s important to ensure that all employees feel valued and appreciated for their contributions to the organization. This is particularly important when it comes to distributive fairness, which refers to the allocation of resources, rewards, and other outcomes in a fair and equitable manner.
In this case study, we will examine how distributive fairness affects employee engagement and provide tips for managers to ensure that their employees feel valued and appreciated.
Case Study – Distributive Fairness in the Workplace
Henry and Dana were hired as lawyers at the same law firm three years ago. Henry has won five cases in a row and has received praise from his boss. He’s been given a more high profile case and is now being considered for a promotion.
Dana is doing well too. She has won her last three cases and was part of the team that helped Henry shine. Dana believes she works more hours than Henry but hasn’t received any praise from her boss and isn’t being considered for the promotion.
When Dana asked her boss about it, he said that, given everything Henry is doing, he is indeed up for the promotion and she is not. Dana feels that the allocation of resources was unfair, as their contributions were equal but their rewards were not.
The Impact
Perceived fairness is important when it comes to rewards, praise, and other outcomes. Employees want to know that if they put in the same effort as others, they’ll be rewarded the same way.
When employees feel that the distribution of rewards and other resources is unfair, it can result in disengagement, turnover, or counterproductive workplace behavior.
Dana perceives different treatment for the same work as Henry, so she’ll probably exert less effort moving forward. In her mind, it doesn’t make sense to give her all, since she feels she won’t be rewarded properly anyway.
If others also perceive that Dana is being treated unfairly, it could affect them too.
The Solution
To avoid situations like this, it’s important for managers to talk with their employees regularly about their performance. Through those conversations, managers can ensure employees are given everything they need to be successful and may learn of problems that are hindering performance.
Managers should also ensure that resources and rewards are distributed fairly among all employees. While it’s true that some employees may perform worse than others, managers should still communicate with them regularly about their performance and how to obtain whatever rewards the organization is offering.
This way, employees can take responsibility for their role in achieving those rewards.
It’s also important to note that distributive fairness doesn’t just refer to rewards. Managers should ensure that resources such as equipment, office space, and other resources are distributed fairly among all employees.
One manager that I’m coaching had a problem with his team fighting over who gets to use the brand-new work truck that has all the bells and whistles. The manager had to set a rule that they have to rotate through the new truck; everyone gets a turn. This may seem like a small issue, but it’s essential to ensure that all employees feel valued and appreciated.
Key Learnings
- Distributive fairness is important to ensure that employees feel valued and appreciated.
- Perceived unfairness in the distribution of resources, rewards, and other outcomes can lead to disengagement, turnover, or counterproductive workplace behavior.
- Regular communication and transparency are essential to ensure that employees are given everything they need to be successful.
- Managers must monitor the distribution of resources, rewards, and other outcomes to ensure they’re distributed equally.
- Distributive fairness applies to all resources, including equipment, office space, and other resources.
Distributive fairness is crucial in the workplace to ensure that employees feel valued and appreciated.
Go to the fourth chapter: The Importance of Procedural Fairness in the Workplace