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29. How are the Organizational justice’s objectives aligned to the group’s overall stakeholder strategy?
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30. Will it solve real problems?
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31. What prevents you from making the changes you know will make you a more effective Organizational justice leader?
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32. Do you have/need 24-hour access to key personnel?
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33. How do you assess your Organizational justice workforce capability and capacity needs, including skills, competencies, and staffing levels?
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34. How do you identify the kinds of information that you will need?
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35. Which information does the Organizational justice business case need to include?
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36. What are the clients issues and concerns?
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37. What else needs to be measured?
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38. Would you recognize a threat from the inside?
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39. Have you identified your Organizational justice key performance indicators?
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40. Why is this needed?
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41. What is the smallest subset of the problem you can usefully solve?
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42. Which needs are not included or involved?
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43. What training and capacity building actions are needed to implement proposed reforms?
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44. Will a response program recognize when a crisis occurs and provide some level of response?
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45. To what extent does each concerned units management team recognize Organizational justice as an effective investment?
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46. Consider your own Organizational justice project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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47. What problems are you facing and how do you consider Organizational justice will circumvent those obstacles?
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48. Are controls defined to recognize and contain problems?
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49. What Organizational justice events should you attend?
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50. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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51. Can management personnel recognize the monetary benefit of Organizational justice?
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52. Do you recognize Organizational justice achievements?
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53. What are the timeframes required to resolve each of the issues/problems?
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54. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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55. What Organizational justice capabilities do you need?
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56. Think about the people you identified for your Organizational justice project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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57. How does it fit into your organizational needs and tasks?
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58. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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59. What vendors make products that address the Organizational justice needs?
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60. Do you need different information or graphics?
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61. What are the stakeholder objectives to be achieved with Organizational justice?
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62. Do you know what you need to know about Organizational justice?
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63. What activities does the governance board need to consider?
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64. Did you miss any major Organizational justice issues?
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65. Are losses recognized in a timely manner?
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66. What is the recognized need?
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67. Where do you need to exercise leadership?
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68. What Organizational justice problem should be solved?
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69. How do you recognize an objection?
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70. How many trainings, in total, are needed?
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71. What
