Friday, April 25, 2014

Learn from Reading 'Leadership 2.0': Organization Justice

Organizational justice is the feeling that the organization treats you fairly. It makes you feel important and wanted in the organization. It creates productivity and job satisfaction among employees. You can create organizational justice working environment using the following three skills: Decision fairness, information sharing, and outcome concern.

Decision Fairness

     When you make a decision, you need to make people feel heard and respected. People don't want to be taken advantage of. They want to feel that they are treated fairly. You can do the following three things to make fair decisions:

  1. Inform your people of upcoming decision.
  2. Let people participate in your decision making process. Listen to them, even if you might not be able to use their opinion in your process.
  3. Whenever possible, use input from your people in your decision making process.

Information Sharing

     There are two main reasons that inhibit the flow of information. One is the lack of justice. Another is when the leader is too busy with other stuff and does not give priority to information sharing. Low level people do not know which would be the real reason. So, sometimes, they just assume that there's something fishy going on. So, you need to share information. Make your people what decision you are going to make and why you do what you do.
     Try to use two-way communication when sharing information. Email and memo are one way communication. You people can not comments or ask questions.
     To ensure the effectiveness of information sharing, you need to explain both the rationale behind the decision and the consequence the decision will make to those affected by the decision.

Outcome Concern

"Most people are happiest at work, when they feel they make a difference and have a sense of purpose."
     Outcome concern is about how you care about the impact of your decision to your people, and about how you communicate your compassion to them. You can do this in three steps:

  1. Show them that you care about them. Don't just ignore them and move on with your decision.
  2. Regularly check  reaction of your people in response to your decision. Make sure that you know what they think and they know what you think.
  3. Teach managements to do the same.

"When employees leave these situations, they are not leaving jobs. They are leaving bosses who don't care about them or don't appear to care."
Source: Leadership 2.0 by Travis Bradberry, Jean Greaves 

Book or Audiobooks?

          Personally, I prefer audiobooks. It's fun, and I can listen when I'm doing something else. It also makes other activities (e.g., jogging) a lot more fun. For more detail about audiobooks, please read [this post]. 
          There is one more reason that may encourage you to go for the audiobook version. You can get it now for FREE. Audible offers you a free trial for 14 days. Even if you get the book and cancel the subscription right away (so that you don't have to pay), you can keep the book. And, don't worry if you lost the audiobook file. Just log into You can keep downloading the over and over again.
    About the summary: It takes time to finish up a book. And, when you do, sometimes, you want to review what you learn from the book. If you do not make  notes as you read, you might have to go through the book once again. This can be time-consuming when you are dealing with a book. But you can still flip through the book and locate what you are looking for.

However, when the material is an audiobook, it is extremely hard to locate a specific part of content. Most likely you will have to listen to the entire audiobook once again.

This book summary will help solve the pain of having to go through the book all over again.

I am leaving out the details of the books. Most books have interesting examples and case studies, not included here. Reading the original book would be much more entertaining and enlightening. If you like the summary, you may want to get the original from the source below.

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