By traditional definition, Justice is classified as “the quality of being just; righteousness, equitableness, or moral rightness”. However, how one perceives what justice is differs on an individual basis. Often times, people consider something as justified by completing a task that might be considered degenerated by others, although, this is an ongoing debate on how individuals perceive as what “justice” really is. However, in my opinion, justice is something essential to maintain order in society. It is difficult to establish a particular definition for justice as one’s perception of right and wrong varies individually. Also, if someone perceives something as right today, might not think the same of it tomorrow. An illustrative example could be of someone practicing a particular ritual from a particular group (i.e. KKK group may seem racists and extremists to outsiders, but to its practitioners they find its philosophy appropriate and its rituals just). If an individual from such group strays from the beliefs of that group, they might find their rituals or actions wrong and not justified. Moreover, when exclusions occur, something that is perceived correct may not seem right, or something that is considered wrong might become right. Justice is not as straightforward as telling the colors black and white apart. Because justice is an important part of an individual’s life and the general society, laws are made to guard individuals from being treated diversely. Therefore, it is comprehended that the definition of justice is always conformed according to the general society or group’s philosophy and norms.
In order to better understand this broad term I will describe how justice is adjudicated in the corporate world. There are three types of justice perceived within organizations which include; distributive, procedural and, interpersonal.
To begin with, distributive justice refers to the fair allocation of goods (whether monetary in the form of pay or non monetary in the form of fringe benefits) within an organization. This means that distributive justice is present within an organization when the budget has been distributed equitably amongst organizational members so that those members who have contributed the most to the organization (pre-determined via an HR process) ultimately reap the greatest benefits (tangible and non-tangible).
传统的定义，正义是归类为“正直的品质；仁义，公平，或道德正当性”。然而，一个人如何理解什么是正义的不同个体的基础上。通常，人们认为是通过完成一个任务可能会被认为是退化的，虽然有道理，这是一个正在进行的辩论，在个人如何看待为“正义”真的是什么。然而，在我看来，正义是维持社会秩序的本质。这是很难建立一个特定的定义为正义的看法正确与错误的不同个体。同时，如果有人感觉到一些对今天，可能不会想到这相同的明天。一个说明性的例子可能是有人从一个特定的组练习特定的仪式（即KKK组似乎是种族主义者和极端分子的局外人，但其从业人员才发现它的哲学适当及其仪式而已）。如果一个人从这组偏离该组的信念，他们可能会发现他们的仪式或错误的和不正当的行为。此外，当排除发生，是感知正确看起来可能不正确，或者是错误的可能成为正确的。正义是不是说颜色黑色和白色除了作为简单的。因为正义是一个人的生活的一个重要组成部分，一般的社会，法律是为了保护个人免受处理不同。因此，它是理解的，正义的定义总是符合一般根据社会或团体的理念和规范。
为了更好地理解这种广泛的术语，我将描述如何公正是在企业界的裁决。有三种类型的正义知觉组织，包括在分配，程序和，人际关系。
首先，分配正义是指商品的公平分配（无论是在支付或非货币福利的形式组织内的货币）。这意味着，分配正义是本组织内的预算时已分配公平在组织的成员，这些成员都对组织的贡献最大（预定通过人力资源流程）最终获得最大的好处（有形和无形）。
