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      68. Are roles and responsibilities formally defined?

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      69. How would you define Organizational justice leadership?

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      70. How do you gather the stories?

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      71. When is/was the Organizational justice start date?

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      72. How do you manage scope?

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      73. What happens if Organizational justice’s scope changes?

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      74. What are the record-keeping requirements of Organizational justice activities?

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      75. Is the Organizational justice scope complete and appropriately sized?

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      76. Is the team equipped with available and reliable resources?

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      77. How would you define the culture at your organization, how susceptible is it to Organizational justice changes?

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      78. What information should you gather?

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      79. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?

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      80. How do you hand over Organizational justice context?

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      81. Has a project plan, Gantt chart, or similar been developed/completed?

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      82. What defines best in class?

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      83. Are the Organizational justice requirements testable?

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      84. How did the Organizational justice manager receive input to the development of a Organizational justice improvement plan and the estimated completion dates/times of each activity?

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      85. What was the context?

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      86. Is it clearly defined in and to your organization what you do?

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      87. Are approval levels defined for contracts and supplements to contracts?

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      88. How do you manage unclear Organizational justice requirements?

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      89. What would be the goal or target for a Organizational justice’s improvement team?

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      90. How and when will the baselines be defined?

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      91. Why are you doing Organizational justice and what is the scope?

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      92. How do you build the right business case?

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      93. How do you gather Organizational justice requirements?

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      94. Are required metrics defined, what are they?

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      95. How do you gather requirements?

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      96. What is the scope of the Organizational justice effort?

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      97. How will the Organizational justice team and the group measure complete success of Organizational justice?

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      98. Does the scope remain the same?

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      99. What is out of scope?

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      100. Is the scope of Organizational justice defined?

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      101. What are the dynamics of the communication plan?

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      102. Is there a clear Organizational justice case definition?

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      103. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?

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      104. When are meeting minutes sent out? Who is on the distribution list?

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      105. What sources do you use to gather information for a Organizational justice study?

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      106. Is there a Organizational justice management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      107. What are (control) requirements for Organizational justice Information?

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      108. How can the value of Organizational justice be defined?

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      109. How are consistent Organizational justice definitions important?

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      110. Is the current ‘as is’ process being followed? If not, what are the discrepancies?

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      111. In what way can you redefine the criteria of choice clients have in your category in your favor?

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      112. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?

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      113. Are all requirements met?

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      114. What key stakeholder process output measure(s) does Organizational justice leverage and how?

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      115. Have all of the relationships been defined properly?

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      116. Has the Organizational justice work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?

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      117. Has the direction changed at all during the course of Organizational justice? If so, when did it change and why?

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      118. How is the team tracking and documenting its work?

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      119. Has everyone on the team, including the team leaders, been properly trained?

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      120. What scope to assess?

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      121. Have the customer needs been translated into specific, measurable requirements? How?

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      122. Is special Organizational

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