According to Adam's Equity Theory, individuals assess their social relationships and their satisfaction based on the perceived fairness or inequity in the exchange of inputs (like effort, time, and skills) and outcomes (like rewards, recognition, and pay). When individuals perceive an imbalance or inequity, it can lead to various behavioral responses. Here are five broad types of behavior that may manifest as a consequence of perceived inequity:
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Restoration of Equity: Individuals may attempt to restore equity by adjusting their own inputs or outcomes. For example, if someone feels they are putting in more effort than their peers but receiving less recognition, they may reduce their effort (input) to match what they perceive as fair. Alternatively, they may seek a raise or promotion to increase their outcomes.
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Cognitive Distortion: In some cases, individuals might change their perceptions of inputs and outcomes to make the situation seem more equitable. For example, a worker who feels underpaid might convince themselves that their contributions are not as valuable as they initially believed, thereby justifying the pay disparity in their mind.
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Withdrawal or Avoidance: When faced with significant inequity, individuals might withdraw from the situation altogether. This might manifest as reduced participation in team activities, disengagement from work, or even resigning from a job. This behavior is often a coping mechanism to escape feelings of frustration or resentment.
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Seeking External Comparisons: Individuals may choose to seek out other references or comparisons to validate their feelings of inequity. This can involve discussing their situation with peers or looking for examples in other organizations or teams. Their goal is often to determine whether their perceptions of fairness are justified, or they may use these comparisons to motivate changes in their own circumstances.
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Resentment and Conflict: Perceived inequity can lead to negative emotions, such as resentment towards those perceived as better off or more favored. This can escalate into conflict within teams or organizations, especially if individuals begin to express dissatisfaction publicly, which can impact overall morale and collaboration.
These behaviors illustrate the implications of perceived inequity in social relationships, influencing motivation, satisfaction, and overall workplace dynamics. Understanding these potential responses can help organizations identify and mitigate feelings of unfairness among employees.
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