The Theory of Equity, proposed by J. Stacy Adams, suggests that individuals are motivated when they perceive that they are being treated fairly in comparison to others. According to this theory, people are motivated to maintain a fair balance between their inputs (effort, skills, and contributions) and outputs (rewards, recognition, and benefits) in relation to others.
Equity theory assumes that individuals seek fairness not only in their own outcomes but also in the comparison with others. When people perceive an inequity, such as being over-rewarded or under-rewarded compared to others, they may experience feelings of unfairness and dissatisfaction. This inequity can lead to a decrease in motivation and effort.
To maintain equity, individuals may engage in various behaviors, such as reducing their effort, seeking more rewards, or changing their comparison points (choosing different individuals for comparison). For example, if an employee perceives that they are putting in more effort than their colleagues but receiving fewer rewards, they may become demotivated and may either decrease their effort or request additional rewards.
On the other hand, if individuals perceive that they are being treated fairly in comparison to others, they are more likely to feel motivated and satisfied. This is because they believe that their inputs and outputs are in balance and that their contributions are valued and recognized.
Overall, the theory of equity highlights the importance of fairness and balance in the workplace, and how perceived inequities can impact an individual's motivation and behavior. Organizations need to ensure that their reward systems and policies are perceived as equitable to maintain positive motivation and job satisfaction among their employees.
Theory of equity on motivation
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