Poor Organisational Justice
Unfair systems and policies harm wellbeing. Manage organisational justice hazards today with Foremind.
Poor organisational justice involves a lack of procedural justice (fair processes to reach decisions), informational fairness (keeping people informed), or interpersonal fairness (treating people with dignity and respect).
Organisational justice is part of the psychosocial safety climate (PSC). PSC refers to the shared perceptions of employees of their organisation’s “systems, policies, practices and procedures for the protection of worker psychological health and safety”.
In organisations with high PSC, the well-being and safety of workers are prioritised commitments and efforts are made by senior management to involve and leverage workers’ participation in designing jobs and programmes that help create a safe and healthy work environment for improved wellbeing, safety and productivity.
Let’s Look at an Example
Paul works in a office. Recently one of his co-workers put in a bullying complaint against his manager. This information was shared across all the teams and the manager told all the team members not to speak to the co-worker until the investigation was resolved.
Paul was also experiencing bullying from the manager and was considering putting in a complaint but now that he has seen how his coworker was treated he is considering all his options. Paul begins to feel paranoid when at work and at home and has difficulty sleeping.
Risk Factors For Poor Organisational Justice
Organisational justice is a psychosocial hazard that can lead to a number of negative outcomes for workers, including stress, anxiety, depression, and decreased job satisfaction. It can also lead to increased absenteeism, turnover, and accidents.
There are a number of risk factors for poor organisational justice, including:
- Unfair treatment of workers, such as discrimination, harassment, or bullying
- Lack of clarity about expectations and roles
- Lack of opportunities for feedback and input
- Lack of transparency and accountability in decision-making
- Unfair distribution of rewards and benefits
Impacts on Employees
Poor organisational justice can have a significant impact on workers’ health and well-being. It can lead to a number of negative outcomes, including:
- Stress
- Anxiety
- Depression
- Decreased job satisfaction
- Increased absenteeism
- Turnover
- Accidents
Control Measures
There are a number of control measures that can be used to reduce the risk of poor organisational justice, including:
- Creating a workplace culture that is based on fairness, respect, and equity
- Ensuring that all workers are treated fairly and equitably
- Providing clear expectations and roles
- Providing opportunities for feedback and input
- Being transparent and accountable in decision-making
- Distributing rewards and benefits fairly
Recommendations
The following recommendations are made to reduce the risk of poor organisational justice in the workplace:
- Develop a workplace policy on organisational justice and make it available to all workers.
- Provide training to managers and supervisors on how to create a fair and just workplace.
- Establish a system for workers to report concerns about organisational justice.
- Investigate all concerns about organisational justice promptly and fairly.
- Take appropriate action to address any problems with organisational justice.
By taking these steps, employers can help to create a workplace that is free from the negative effects of poor organisational justice.
Hello 👋 I’m Joel the founder of Foremind.
Are you ready for simplified support & compliance?
.avif)
Answers to the frequently asked questions.
Still have questions?
Email us at enquiries@foremind.com.au and we'll get back to you quickly with a response
Foremind offers multilingual support, with professionals available in languages including Spanish, Portuguese, mandarin, vietnamese and Persian
All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.
What is the difference between counsellors and psychologists? 1. Qualifications & Training - Counsellor: Typically holds a Diploma or Master’s degree in counselling, or psychotherapy. Their training is focused on practical techniques for supporting mental health and well-being.- Psychologist: Requires a Master’s or Doctorate degree in psychology and must be registered with a AHPRA Their training includes clinical assessments, diagnosis, and therapy.2. Scope of Practice- Counsellor: Provides talk therapy and guidance for life challenges like stress, anxiety, work issues, and relationships. They help clients develop coping strategies but do not diagnose mental disorders.- Psychologist: Can provide therapy like a counsellor but also conducts clinical assessments, diagnoses mental health disorders, and uses evidence-based treatments like CBT (Cognitive Behavioral Therapy).3. Who Should You See?- If someone needs support for personal or work-related challenges, a counsellor is often enough.- If someone is experiencing mental health concerns, like depression, PTSD, or needs a formal diagnosis, a psychologist is more appropriate.
- Counsellors only offer f2f after the initial consult.- At Foremind, all face-to-face sessions must begin with an initial online session.- The initial online session gives your counsellor the opportunity to explain exactly how their face-to-face sessions work, what options are available, and to ensure everything is properly scheduled. This helps avoid confusion and makes sure you get the best experience possible.- For sales team info; @Dylan This is because our system currently doesn't allow therapists to list separate locations and availability for face-to-face sessions, and many of our counsellors offer in-person appointments only at specific times or locations.- For example, Skai near Byron Bay provides face-to-face sessions, but only on Thursdays and with enough advance notice to arrange space and travel.- F2F sessions also need a bigger time-buffer between so they cannot be booked back-to-back.- Availability for space -- First session is counted + information to book in counselling to allow make- F2f take 3 sessions to break through pleasing tendencies - therapeutic alliance - online