Justice, Fairness and Trust

Justice, Fairness and Trust

Justice can be defined as an action of careful appropriation of rights to an individual without any bias .Justice can be linked to ethical behaviors in the society.  In simpler terms, justice can be expressed as giving a person what he or she rightfully deserves. Institution of justice lies in the legislative provisions of the government in any country. There is a close connection between justice and fairness since justice is used when referring to a certain standard of rightness (Cropanzano, Fortin & Kirk, 2015). Fairness is the ability to pass judgment without the influence of one’s feelings or interests. The principles of justice are equity, equality and need.

The principle of equity stipulates that individuals should receive a share of the economic output in accordance to their input into the system. For instance, we tend to think that it is fair that a person with higher education should be given a higher position than the one with lower grades. In a movie theatre or cafeteria, it is fair and just that the ‘first come first served’ analogy should be applied. Each person should be rewarded in accordance to how they expend their abilities and talents for the economic welfare (Cropanzano et al., 2015). The principle of need stipulates that all individuals should get what they aspire depicting that those who need more riches will get them and those with riches will receive less.

However, this principle cannot apply in reality as individuals are rewarded in accordance to their contribution in the society. The principles main aim should be to ensure unbiased treatment, consistency in procedures and reliability in decision making. In order to institute justice, impartiality in decision making should be the main concern in all legal institutions. Prejudice should be eliminated to give weight to the principle of equity. In reality, these principles have been ignored and most people struggle to obtain what they deserve.

In organizations, there are many people who are often discriminated against due to factors such as race, health conditions, sexual orientation, gender, levels of education or their positions in the organization. For instance, black people are often given lower positions or none at all compared to their white counterparts (Hoynes, Miller, & Schaller, 2012). The rate of unemployed black people in the United States was 8.4% while that of their white counterparts was 4.3% hence denoting inequality in terms of employment opportunities. Women are often given positions such as receptionists or secretaries since they are viewed as the weaker gender. In addition, they are paid lower pay than their male counterparts for similar job proportion. For every dollar that men earn, women only manage to make seventy seven cents (Desai, Ali, Fang, Thompson, Jawa & Vachharajani, 2016).

Most of the high positions are given to men without much consideration that women can also do as well as men. There is also a perspective that men and women managers have different reaction (Caleo, 2016). If a person finds a woman in a powerful position, the initial thought is that the deal will be blown off. It is not fair since different people have differing moral values. The society perceives homosexuals or transgender people as not being ‘normal’ and are mainly stigmatized even in work places. In consideration of trust, some people are discriminated due to their race or social society. For instance, black people are considered to be robbers and drug dealers who cannot be trusted by professional firms. Those who live in the ghetto are also considered in appropriate for some job opportunities.

Civil rights movements have been debating on social justice, trust and fairness in the society but still not much have been done and impartiality is still common. In order to instill justice and fairness, fairness should start at the community level before they are instituted in our legal provisions.


Caleo, S. (2016). Are organizational justice rules gendered? Reactions to men’s and women’s justice violations. Journal of Applied Psychology, 101(10), 1422.

Cropanzano, R., Fortin, M., & Kirk, J. F. (2015). How do we know when we are treated fairly? Justice rules and fairness judgments. In Research in personnel and human resources management (pp. 279-350). Emerald Group Publishing Limited.

Desai, T., Ali, S., Fang, X., Thompson, W., Jawa, P., & Vachharajani, T. (2016). Equal work for unequal pay: the gender reimbursement gap for healthcare providers in the United States. Postgraduate medical journal, postgradmedj-2016.

Hoynes, H., Miller, D. L., & Schaller, J. (2012). Who suffers during recessions?. Journal of Economic perspectives, 26(3), 27-48.

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