Organizational justice can be defined as an employee’s perceptions of fairness of resource allocation in an organization. This theory will not only affect organizational performance, but it can determine the economic wellbeing of an employee. It also has a great impact on organizations, and can establish a relationship between an employer and the employees. If an employee receives instructions from management and makes daily decisions, his or her outlook on those decisions as being fair or unfair is very important because it can influence his or her behavior. The behavior from the employee has a huge impact on the way him or her performs that task because he or she may or may not be engaged into the task as he or she should. The employees’ outlook of fairness is also very important in an organization because this would determine if the employee and the employer has a relationship. It would also increase the level of employees’ citizenship behavior, improve teamwork, and create better trust between the employer and employee while reducing conflict as well. John Stacey Adams who is a workplace and behavioral psychologist developed “Adams’ Equity Theory.” According to Adam’s Equity Theory, if an employee feels as if they are being treated fairly, the will be more likely to be motivated and that motivation will turn into positive work behavior and attitude. On the other hand, if an employee feels as if he or she is being treated unfairly, he or she is more likely to show negative work behavior and attitude. Employees measure fairness by comparing the output such as recognition, pay, and personal development that he or she is receiving, to what the other employees have received. Adam’s Theory also indicates that there are many different factors that can affect an employee’s outlook of justice in the workplace. These many different factors include development chances, leadership style, and the availability of resources. Lastly, this theory proposes that employees will not be satisfied if their contributions are greater than the reward they receive. By them not being satisfied, it will show through the increased level of absenteeism, low commitment level, and maybe even unruly behavior. The best way to reward all of the employees the same, the Human Resource Manager should act ethically and should not allow the decisions they chose to make influence their personal emotions. The Human Resource Manager should also try to give all employees the best reward that each of them rightfully deserves. Organizational justice consists of three different components that a company or organization must embrace in order to have productive employees. These three components are distributive, procedural, and interactional. Even though these three types of justice are defined in different ways, each of them is in connection with one another. Without one of them it would be hard for an organization to expand effective organizational justice.