Contemporary Theories of Motivation-Equity theory

Hello Respected Researchers and HR managers, In this section we will discuss about “Contemporary Theories of Motivation-Equity theory“. It is very much important for a Researcher as well as HR Concern person/ manager to know the Equity theory. If researcher or HR Manager could follow the Points accordingly,it would easier to reach the goal. Let’s have a look…

 

Equity theory:

Equity theory suggests that if people perceive a level of inequity or unfairness when they compare their work situation to that of others, they will be motivated to do something about it, in order to create (at least in their minds) a better or more accurate sense of fairness. The theory distinguishes between felt negative inequity and felt positive inequity.

Felt negative inequity emerges when an individual feels that he or she is receiving less (in the way of compensation, or recognition, or advancement) than others are, in proportion to work inputs.

Felt positive inequity exists when we feel that, compared with others, we are actually getting more. When feelings of either negative or positive inequity exist, there are a number of actions we might take to remedy this sense of inequity:

  1. change work inputs (work less hard)
  2. change the outcomes (rewards),(ask for a wage increase)
  3. quit the job
  4. change comparison points (so compare yourself with another worker)
  5. psychologically distort the comparisons (perhaps rationalise that the situation is temporary)
  6. do something to change the inputs or outputs of the comparison person (try to give them more work)

 

There may be some more documents on Contemporary Theories of Motivation-Equity theory, this article is written by taking the help from Internet and other resources like Books, journals etc.

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