How to Create a Fair Workplace: Crash Course Business: Soft Skills #15

How to Create a Fair Workplace: Crash Course Business: Soft Skills #15

man on trial stands in front of two livestock pens, one full of grass and clover, and one
with just dirt. The judge of this village is there too, holding
a sheep on a rope. The judge says the man will be declared guilty
if the sheep walks into the pen with food, and he’ll be declared innocent if it walks
into the one without. I think we all can guess what happens next. The idea of this fable is that, unfortunately,
procedures, decisions, and power structures in life aren’t always fair. But if you’re a manager, fairness is the
number one thing that makes a workplace functional. It makes people more productive, less likely
to quit, and generally happier. So it’s super important for all of us
to make an effort to be fair and watch out for biases that make us act unfairly. That way, we can be better at business and
better humans in the world. I’m Evelyn from the Internets. And this is Crash Course Business: Soft Skills. [Intro] Fairness is one of the quickest ways to lose
or gain trust. A lot of times we assume unfair people are
incompetent or opportunistic. Neither of which are a good look. And the workplace is full of important decisions
that could feel unfair, like determining salaries or settling disagreements. The idea that people at a company feel like
they’re being treated fairly is called organizational justice. But it’s a complicated idea, because fairness
involves subjective stuff like perceptions and comparisons. Basically, we get frustrated if what we’re
being given doesn’t match what we think we deserve compared to what others have. We like balance… and so do other animals. The biologist Frans de Waal did an experiment where one monkey did a task and was rewarded
with cucumber bits. It was totally cool with that… until it
saw another monkey do the exact same task and get grapes. Then, it threw a mini tantrum and chucked
the cucumber back at the researcher. Seriously. The video will brighten your day. But back to humans! There are three kinds of fairness that are
important on a day-to-day basis. They’re called outcome fairness, procedural
fairness, and interactional fairness. Outcome fairness is if we perceive that we’ve
been rewarded with what we deserve. There are a lot of ways people judge outcome
fairness, but the three most common norms are need, equality, and merit. These norms are all very different, and
people may care about one more than another, which makes outcome fairness pretty tricky. Like, let’s say you had $3000 to distribute
to three team members as bonuses. The need norm says that you should give the
most money to the person who needs it the most. But need is hard to judge. It can get a little philosophical. Like, what counts as a need? How do we weigh different kinds of needs? And what needs matter in a professional environment? The equality norm says that you should distribute
the money equally — so $1000 per person. Without some equality, people may feel slighted
and try to cheat the system, like by putting in fewer hours during the work day. And equality can be helpful in complicated
situations, like if you’ve got three people with drastically different skill sets. But it might not always make sense for a business
to split everything equally. The merit norm says that you should give the
most money to the person who contributed the most. But merit can be hard to judge too because
job performance is hard to measure and define. At an advertising firm, for example, you could
look at hours, revenue, or client numbers. And each metric could point to a different
person. Plus, we generally overestimate our own abilities and contributions, which is a psychological
phenomenon called the Dunning-Kruger effect. As you can probably tell, it’s really tricky
to pick what norm to prioritize. You have to consider how other people will
see your decision and what they personally value, so you won’t always be able to please
everyone with outcome fairness. So recognize your own biases. We all have a bit of self-serving bias, which
means that we tend to use norms that help us more than other people. If you’re coming up with a work schedule,
a parent may want to be at the office while their young kid is at school, but a night
owl might want the whole team to be in from 10 to 6 everyday. You also need to think about what fits the
culture of the organization the best. One Seattle entrepreneur decided that his
company would offer a $70,000 minimum wage to fight against income inequality, which
caused some controversy across the business world. Ultimately, trust your judgement. And know that as long as you’re making an
informed, calculated decision, you’re doing your best. Now, the path we take to get to a decision
often matters as much as the outcome. Procedural fairness is if we perceive that
the decision-making process is fair and unbiased. There are five features of a fair process. We’ve all seen at least one episode of
SVU, or some courtroom drama, right? Think about procedural fairness like you would
a legal proceeding. First, procedures need to be consistent, which
means the rules should be the same for everyone, no matter who they are. Judges, lawyers, and lawmakers do their best
to make sure that laws are applied without subjectivity or special treatment. The same goes for business policies, like
overtime pay rates. They should be enforced the same for interns
and executive staff! Procedures also need to make sure people have
a voice. Both plaintiffs and defendants present their
side of the story — just like both people in a work disagreement. The accuracy of information that affects decisions
is important too. Evidence in a courtroom needs to be valid,
relevant, and available to both parties. So if you’re deciding to fire someone, you
need to make sure you’ve got your facts straight. Then, there needs to be bias suppression. That’s why there’s a whole jury selection
process. Realistically, we can’t really suppress
all of our biases, because we’re human beings with personal connections to our coworkers. But we can try to minimize them. And finally, the decision needs to be correctable. There needs to be an appeals system, or a
way for a bad decision to be reversed. Like the ability to sue for wrongful termination,
or appeal a decision to HR. Granted, the legal system isn’t perfect,
and neither are corporate policies. But establishing thoughtful procedures can
make messy situations better. And that makes people happier… or less angry,
at the very least. Like, one study published in Administrative
Science Quarterly found that people who are fired are less likely to sue companies if
they perceived the process was handled fairly. Whether we feel something is fair all comes
back to personal perception and comparison. So procedural fairness can sometimes compensate
for less-than-ideal outcome fairness, and vice-versa. But if we don’t have interactional fairness,
we definitely don’t feel like we’ve been treated fairly. Interactional fairness involves treating people
with dignity and respect. It’s another one of those business concepts
that boils down to the (slightly modified) golden rule: treat others as you want to be
treated… or as they want to be treated, if that’s different. Don’t be condescending to anyone, and be
as honest as possible with relevant information. Even though it may feel easier to sidestep
issues, showing a little vulnerability can be helpful. Like, patients are less likely to sue hospitals
if the doctors apologize for their mistakes rather than hide them. Good apologies are really useful! To see how any sort of unfairness can lead
to counterproductive work behavior like stealing, mistreating others, or being unproductive…
let’s go to the Thought Bubble. You’re a junior member at a public relations
agency. You spend most of your time designing graphics
for clients’ social media, and you love a good inspirational quote. Your office has an open floor plan, so you’ve
noticed your coworker has been spending a lot of time on recipe blogs instead of work. Like… at least 5 hours a day. That’s cyberloafing, and pretty clear counterproductive
work behavior. It could get them fired. After talking to them about it, you learn
that they’re upset that they’ve been unfairly passed over for more challenging projects. And they haven’t had the opportunity to
pitch new clients. The clients they have brought in generate
a lot of revenue. So in a merit-based system, there doesn’t
seem to be outcome fairness. They tell you that they’re planning to quit
and start their own PR agency in a month. Because of those non-compete clauses in your
contracts, they can’t take any of her current clients with them… so they’re scrolling
through BBQ chicken recipes instead of working. You tell your coworker that they should meet
with the director of the agency and communicate persuasively and respectfully. Your coworker shouldn’t storm in complaining
about unfairness. Instead, they should frame the problem carefully:
they’d like to be challenged. Then, they should give evidence that they’re
a qualified, hard worker — like those big clients they brought in. The director might not have noticed the discrepancies
in project assignments, so she could be won over. But, there’s no guarantee that the director
will completely understand your coworker’s perspective. The director could be distributing clients
with a process that seems fair to her, even though she hasn’t made it clear to employees. But at least this discussion about unfairness
is a start. Thanks Thought Bubble. Ensuring fairness in the workplace isn’t
easy. It may mean having tough conversations about
the procedures, outcomes of decisions, or even interactions you have with your coworkers. Sometimes, there are big organizational justice
problems like discrimination. We don’t want to minimize how awful those
can be, because systemic change is difficult. But sometimes, unfair situations are unintentional. So if you bring the problem to someone’s
attention, they’ll be willing to think about other perspectives, and you’ll be able to
advocate for yourself using specific, detailed feedback. We’ve been learning lots of soft skills
together that can help with fairness, like having difficult conversations and building
trust. So you’ve got this. The key things to keep in mind are: Knowing what’s fair comes down to considering
other people’s perspectives. Outcome fairness matters, but because of need,
equality, and merit norms, it can be pretty subjective. There are 5 features of a fair process: consistency,
voice, accuracy of information, bias suppression, and correctability. Treat others with dignity and respect, because
interactional fairness is key. Next time, we’re going to show you how to
synthesize all your business skills to empower others and yourself in your work life. Thanks for watching Crash Course Business. If you want to help keep all Crash Course
free for everybody, forever, you can join our community on Patreon. And if you want to learn more about philosophical
ideas of fairness and justice, check out this Crash Course Philosophy video

Comments (87)

  1. I don't have classes, I don't have finals. But I'm here because this show is amazing and I hope it never, ever, changes!

  2. In accounting we always assume nobody is stupid

  3. To be fair, I feel this video is boring and there is nothing new I can learn from it.

  4. Wtf is that towel on her head? She looks like the banana comany girl.

  5. Interesting. Thank´s

  6. Ooooh new video nice

  7. More feminist garbage, yeah!

  8. Hey CrashCourse! I would like to see a geology course. I think it's a fascinating subject 🙂

  9. 0:03 A Fable about Fairness
    1:07 Fair and Unfair
    Organizational Justice
    • Performance and Reward
    1. Outcome Fairness
    • Need
    • Equality
    • Merit
    4:06 Knowing your boss
    2. Procedural Fairness
    6:20 More Fair Process, Less Angry employees

    7:29 Thought Bubble

    9:05 It's not easy. We have to talk it out.
    You Got This!

    9:46 The Key Takeaways

  10. Merit is the only logical thing said in this video.

  11. This video is too scripted and PC

  12. Equality of outcome is wrong.

  13. This 👏is👏the👏content👏I👏am👏here👏for👏

  14. My dad owns his own business. He told me the law requires him to hire certain people who don't qualify and because of this, might not be able to hire someone who deserves/qualifies for the job. This video seems really out of touch with the workplace.

  15. haven't watched it yet, but if "public executions for anyone who steals someone else's food" isn't in there, i'll be disappointed

  16. Fairness is individual and hard to define. This is where the British ‘stiff upper lip came’ from and not to act like children if things don’t go your way as you might not be aware of the bigger picture. Read your contract, learn more and work harder. The most productive people often get paid the most.
    As always, equality is not fairness.
    But year treat others as you would yourself (this isn’t always good though!)

  17. This video shows that they don't even understand fairness. Equality of outcome is what Unfair people want. The only true fairness is equality of opportunity. Next time, DO YOUR RESEARCH, & don't just spout out biast untrue regressive talking points.

  18. The world isn't fair and cannot be fair.
    Ofcourse people should be paid the same, for doing the same work.. but that's all you can do.

  19. Justice needs no adjective.
    Someone is either just or unjust.
    Justice is absolute.
    That's why "social justice" is a joke.

  20. Trend setting Turban

  21. A dyslexic person takes 25% longer due to their linguistic abilities difference.
    You normally pay $100 for a 4 hour working day.
    Should you expect the dyslexic person to work 5 hours for $100? Or 4 hours but pay them only $80? Or 4 hours for $100 and expect others to make up the difference/ consumer pay more because you happen to employ a slower person?

  22. So this is maybe more organizational structure than soft skills but one of the best ways to ensure fairness and justice in the workplace is to institute democratic ownership & decision-making. The problem with ensuring fairness and justice in a traditional company structure is that you are relying on one (or a few) individual's view on justice and fairness to decide was is fair or not, this is essentially bias towards that or those individual(s) POV on fairness and justice. By implementing democratic ownership & decision-making you can suppress this bias, by bringing everybody involved with the business into matters concerning fairness and justice. This would not eliminate the issue discussed here as concerns for managers, but it is a far better safeguard for fairness and justice than relying on the management staff's capabilities/willingness to ensure organizational justice.

    One way of doing this, which I recently finished a project on is called the FairShares Model, it democratically divides ownership, and therefore decision-making power, between four stakeholder groups; Founders, Labour, Users and Investors. The idea is that since all groups are vital to the organization they should all be recognized accordingly, unlike the traditional model, where, in most cases, only founders and investors have ownership and thus ultimately decision-making power.

  23. The right wing is coming!

  24. 5:22 No mention of Unions? Disappointing, honestly, as this has been a consistent powerhouse system for empowering the employees to negotiate fairly with employees. Very often, once the initial big changes occur, employees will vote against major changes their Union potential could bargain for, because they want a stable market as much as the employers do. They just want some quality-of-life things, too.
    And if the employer goes against contractual obligations or fair conduct, the Union can be there in a heartbeat to stop it.
    No messy personal lawsuits required, although certainly still possible.

  25. There is no ethical capitalism

  26. This is the only video from this crash course that has shown up in my subscription feed. I was expecting this video to go one way and be biased, and it turns out it wasn't and I've been pleasantly surprised, and this gives me new ways to express what I believe. The most important things are Procedural fairness with merit based outcome. I see need based outcome to be in direct conflict with procedural fairness, and a flat equality regardless of merit to also be in conflict with procedural fairness. I think a way to have an objective rather than subjective measure of merit by codifying what the merits are and having it be public in the workplace (or political system) to be procedurally fair. for instance in a marketing department, if 5 employees make an advertisement for the same thing, one fair judgement of merit could be a ratio of clicks to views, meaning how many people or times is an ad needed to be seen to get a click, as a measure of the effectiveness of the ad. then simply average all ratios of a given employee to get an average ratio for that employee, and whoever has the best / most effective ratio, has the highest merit. this is something that could be publicly stated in-office. Judgments of merit or need do not have to be subjective. They can be objective.

  27. The real answer is to make it a worker cooperative. This series would be much better if presented by Richard Wolff.

  28. Sometimes I feel like I could have explained certain encounters or experience I've had by brushing it aside as due to me being a minority or the colour of my skin, but actually, it turns out it really didn't matter once I proved that I can do my job, when I thought people looked at me a certain way or indirectly asked if I'm all they sent, I could have gone to a racial place (when in reality it was likely due to my young appearance), but at the end of the day, when I could do what I was there to do, none of those things mattered, just… do your job well, don't overthink it, merit is everything, and if you think you aren't paid what you're worth, negotiate, if you don't ask for more, you won't get it.

  29. Waiting for the next European History video to go up and this gets posted, lollll. But my input is this: merit should decide pay and opportunity. "Equal opportunity" if you can complete the job like others who also complete the job. Businesses everywhere will fail if more hours and paychecks are given exclusively to people who require more time than others to complete a job. Only apply to a job if you are physically and mentally able to do it to the same extent as the other workers.

  30. Sadly, a large subset of our species is composed of deranged simians for whom the golden rule can't apply. If your boss happens to be one such mammal–who likely got there through nepotism–then you're out of luck; you may as well roll yourself in tar and feather, fantasize about being a night owl and try to get a gig in J.K Rowling's next movie.

  31. Worst crash course video yet.

  32. Crash Course Business: Soft Skills series is a great series overall (8/10). However, I'd like to know when Crash Course Linguistics coming out?

  33. fair workplace? make it worker owned 🙂

  34. Crash course is best but I think you Should make crash course mathematics

  35. Hey it is really easy, make the workplace democratic and BOOM! problem solves it self.

  36. lately I've been feeling this crash course focuses too much on giving a list of jargon / buzzwords without giving real information and just ends up saying to have common sense

  37. Golden rule: whoever has the gold makes the rules. That’s the rule I live by lol

  38. yasss internet cousin! Awesome video btw

  39. I love the bobs burgers animation 😄

  40. I think I've been neglecting the series, mainly because of the comments that stay on topic at least. People literally write "fairness isn't fair", "it's unachievable so don't bother" etc.

  41. Wth are there so many dislikes?

  42. Only fair form of business is worker owned cooperatives.

  43. wow who else go auto subed to this channel

  44. I want to watch this series SO BADLY, but every single time, I close the tab involuntarily when I hear the word "Internets".

    This is the first time I've been able to survive long enough to leave a comment. Bye now

  45. Sorry. Life ain't fair princess… and in other news communism doesn't work.

  46. Why is crash course turning into buzzfeed god please nooo

  47. Why be fair when you can just have more people trying to get jobs than there are jobs? I mean come on, you can grind them into the dust that way, and its so much easier to do!

  48. European history

  49. Soyboy propaganda move on

  50. Make a Course about microbiology

  51. I've been wanting crash course business since I was 18 lmao xD

  52. You also gotta look at when people get mad for not earning as much as someone else who’s been working there for years

  53. crash course business more like crash course a I can't think of any good rhymes

  54. Don't get paid by the word where I come from.

  55. As we evolve, our imperfections go away and we become more balanced in our judgments and perceptions.

  56. Good video, it was a-partisan, very clear and constructive. Keep up the good work!

  57. Comments are surprisingly civil and wholesome. Good job, everyone.

  58. It would be difficult, but if you guys taught programming languages like you teach everything else it would be unbelievable. I'm not talking about computer basics, I mean explain how a language like C# works with your unbeatable animation videos and personal connections. People from India do an outstanding job of providing content, but it's difficult to comprehend and lacks a personal connection. Unfortunately, I have watched over 300 hours of their videos and it was quite a grind. Software development attracts a lot of dedicated self-taught students.

  59. متاح بترجمه إلي العربيه

  60. This video really helped me realize how important it is to have an inclusive workplace, that considers other perspectives. Thank you so much Crash Course!

  61. Apparently this person has never owned a business.

  62. that's just soviet propaganda

  63. Hate this fat black cow. Please, change the speaker 😭🙏🏻

  64. The only fair form of workplace is a co-op.

  65. "Fairness is the #1 thing that makes the workplace functional" — citation needed. I simply don't believe that. If that were the case, we'd be communists by now.
    Communism is fair, the problem however is, is that it's NOT functional.

    Not a fan of really subjective videos like these…

  66. To bring fairer working place don't employ darker black people or tell them to apply bleach

  67. Easy, drop capitalism and bring about workplace democracy.

  68. There is no such thing as a fair workplace under capitalism.

  69. Amazingingly ideologically neutral treatment of a very sensitive topic. Congratz, Crash Course, keep up the good work!!

  70. .
    Inheritance of vast wealth through families makes a MOCKERY out of capitalism

  71. i started ajob as asails person.
    the boss came to us and said that the first person who will make extra sale will get aprize.
    i did the extra sale. i ased the boss when i will get the prize. the boss still puts me off.
    i feel really bad and angry. he didnt tell that you dont get the prize right away

  72. min 02:25 need, equality and merit in order to judge the outcome. ok

  73. Ha!! Right to work state..heard of it?

  74. I graduated college 2 years ago, and I still find my self surfing this channel for awesome and informative courses!! Never stop learning!

  75. It's very nearly explained. I can easily correlate with what's happening at my office. Really appreciated.

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