Perceptions on fairness and how organizations handle conflict can be a contributing factor to our
motivation at work. Outcome fairness refers to the judgment that we make with respect to the
outcomes we receive versus the outcomes received by others with whom we associate with. When we are
deciding if something is fair, we will likely look at procedural justice, or the process used to determine
the outcomes received. There are six main areas we use to determine the outcome fairness of a conflict:
1. Consistency. We will determine if the procedures are applied consistently to other persons and
throughout periods of time.
2. Bias suppression. We perceive the person making the decision does not have bias or vested
interest in the outcome.
3. Information accuracy. The decision made is based on correct information.
4. Correctability. The decision is able to be appealed and mistakes in the decision process can be
corrected.
5. Representativeness. We feel the concerns of all stakeholders involved have been taken into
account.
6. Ethicality. The decision is in line with moral societal standards.