Performance improvement strategies include incentives and intervention as ingredients for the process. Incentives are frequently viewed as rewards that can be assessed for fairness and justice.

This relationship is an essential factor in the dynamics of the employee-employer relationship. Its significance impacts the perception of justice and feelings toward the organization and job performance.

For example, incentives are designed to increase motivation, which impacts performance. A second example is a connection between an employee’s commitment to the organization and its turnover.

Three types of organizational justice have been identified:

Distributive justice: employees’ concerns about the outcomes they receive 

Procedural justice: the idea of fairness in the processes that resolve disputes and allocate resources 

• Interactional justice: the quality of interpersonal treatment people receive when procedures are applied and outcomes are distributed

Provide workplace examples of each of these types of justice.

• What are the key ingredients of each?

Describe practices that show how they can hurt an organization.

• Describe practices that show how they can help an organization.

What measures can be taken by an organization to promote productive perceptions of justice?

How can these be applied in a strategic performance improvement plan?