Introduction
Distributive justice is concerned with the fair distribution of the difficulties and advantages of a structured society consisting of various groups of individuals with conflicting demands. It requires that relevant considerations be factored in when making decisions likely to affect several people (Velasquez et al., 2023). When any institution of a society intends to make changes, it ought to be guided by fairness, utilitarianism, and egalitarianism, and the liberty, greatest, disappointment-prevention, and difference principle must be applied. Furthermore, an analysis of this process should be guided by equality, merit, individual contribution, people’s needs, status, and terms of service.
Effective Distributive Justice Analysis
The analysis steps should include fairness, achievement, personal input, societal needs, social standing, and service conditions. Consequently, consideration must be given to whether individuals are treated the same, according to their achievements, work, needs or requirements, position, and contract. Distributive justice must look into the perceptions of the well-being of the employees (Watkins et al., 2019). This should be realized in their general expression of gratitude and behavior towards the employer (Subramania et al., 2022). Institutions where this is actualized will have staff that is positive and feel good about their workplace (Cropanzano et al., 2019). Furthermore, the assessments must be guided by rights and liberties, ensuring the most benefit to the least advantaged in society, the protection of legitimate expectations, and the greatest happiness for the majority.
Fairness
This element expects all people to be given equal rights, liberties, and opportunities. It tries to correct the economic disparities by maximizing advantages for the most disadvantaged (Longley, 2022). There is an assumption that justice is anchored on some basic structure that community members accept to realize the common good in social cooperation. In addition, institutions ought to have fair procedures for determining a just distribution of goods, opportunities, and resources for all in society.
Considering the fairness element in the context of Electrocorp Electronics Company, despite the rising cost of production, it is not justified to relocate from Australia. All three issues listed as causing its profits to decline are its employees’ welfare, safety, and health. Trying to move its operations to other countries where workers’ wages may be lower compared to the current location will make it look like a firm that is bent on exploiting personnel (Longley, 2022). It will have failed on the principle that people are morally equal, and equity is the best way to realize this moral ideal.
Utilitarianism
The utilitarianism element proposes that actions taken by an organization are right and justified if they are useful or for the good of most people. Whatever decisions a firm makes must be those that enhance the well-being of numerous individuals who rely on it, either directly or indirectly (Longley, 2022). This should be the guiding principle of their social conduct, considerations, and policy formulations. Therefore, intentions which increase the overall welfare in society are good, and those that decrease their general well-being are bad.
Many employees in Australia, their families, relatives, and communities derive their livelihoods from Electrocorp Electronics Company. Thus, a decision to close its branches in the country and relocate to Mexico, the Philippines, or South Africa will render those in Australia jobless and economically and socially poor (Longley, 2022). On the other hand, despite having the cheapest labor, the workforce in Mexico and the Philippines are already complaining about poor salaries that do not meet their daily basic needs. In South Africa, the staff unions are stronger and will, in the future, push their demands like the ones in Australia did. Electrocorp will hence face the same issues it is running away from, and this could give it bad publicity.
Egalitarianism
Egalitarianism requires that all people be treated equally in all things they do, irrespective of where they work. This element emphasizes the same considerations for all people across gender, race, religion, economic status, and political beliefs (Longley, 2022). For example, there should be no income disparities for employees doing identical duties in one company but in different locations.
Electrocorp Electronics Company is paying high salaries for its staff, which is the reason why its operation costs have gone up. If it decides to move its operations to Mexico, the Philippines, or South Africa, its personnel in those countries should be paid on the same scale as its previous ones in Australia (Longley, 2022). Additionally, failing to comply with safety, health, and environmental regulations and running to others where these issues are less strict amounts to being careless with the health of its workers and the larger society.
Conclusion
Distributive justice is associated with the fair distribution of the burdens and benefits of a social organization among its diverse categories of individuals with competing needs. Therefore, should employ fairness, utilitarianism, egalitarianism, along with the liberty, greatest, disappointment-prevention, and difference principle to satisfy the needs of their staff. This will rectify the economic imbalance by optimizing the benefits of those who are the least advantaged and promoting the happiness of many who directly or indirectly depend on them.
Reference List
Cropanzano, R. S., Ambrose, M. L., and Van Wagoner, P. (2019) ‘Organizational justice and workplace emotion, Social Psychology and Justice, Taylor & Francis Group, 243-283. Web.
Longley, R. (2022) ‘What Is Distributive Justice?’ ThoughtCo. Web.
Subramanian, R. B., Srikanth, P. B., and Thakur, M. (2022) ‘Influence of distrusting justice on organizational citizenship behaviors: The mediating role of gratitude.’ Frontiers. Web.
Velasquez, M., Andre, C., Shanks, T. S.J., and Meyer, M. J. (2023) ‘Justice and Fairness’, Markkula Center for Applied Ethics. Web.
Watkins, P. C., McLaughlin. T., and Parker, J. P. (2019) ‘Gratitude and subjective well-being: Cultivating gratitude for a harvest happiness,’ IGI Global, 23. Web.