which exclusion theory would apply to what they employees experienced in this article? course hero

What is the responsive theory of exclusion?

More specifically, this article proposes a theoretical framework, the Responsive Theory of Exclusion, which differs from existing theories because it takes into account both the sources and targets of social exclusion and draws on research from psychology, sociology, communications, and business.

How do targets experience exclusion?

After experiencing exclusion, targets show an increased desire for belongingness through socially motivated behaviors and perceptions, namely increasing social interactions with others and seeing the world through a lens of social connection.

Is inclusion ameliorative against the aversive consequences of exclusion?

Reversing the negative psychological sequelae of exclusion: inclusion is ameliorative but not protective against the aversive consequences of exclusion. Emotion 13 139–150. 10.1037/a0029521 [ PubMed] [ CrossRef] [ Google Scholar] [ Ref list]

What are the psychological responses to social exclusion?

Responses to social exclusion: social anxiety, jealousy, loneliness, depression, and low self-esteem. J. Soc. Clin. Psychol. 9 221–229. 10.1521/jscp.1990.9.2.221 [ CrossRef] [ Google Scholar]

Why is the employer exclusion more valuable?

The second option is more valuable in financial terms to employees because the employer exclusion allows employees to receive it tax-free. While the exclusion makes employees “richer” financially, it does create distortions.

Who supports employer exclusion?

A number of interested parties, including insurers, benefit advisors, labor unions and many employers, support continuation of the employer exclusion. They see the exclusion as a necessary ingredient to continued group coverage. Without favorable tax treatment, they believe, many employers will cease sponsoring coverage ...

How much does an employer pay if an employee raises wages by $1,000?

When the employer increases wages by $1,000, an employee in the 25% federal marginal income tax bracket pays $250 in additional income taxes, an additional $76.50 in FICA levies and often a state income tax as well. The employer also pays $76.50 in additional FICA taxes. The $1,000 raise may become $650 in actual spendable income.

What happens when an employer pays 75% of the premium?

When the employer pays 75% of the premium, however, insurance becomes much more affordable (particularly when the employer doesn’t offer an alternative of an additional $15,000, or something close, to taxable cash income as an alternative).

How much did employer exclusion cost in 2016?

In 2016, the employer exclusion “cost” the federal government about $250 billion.

Why did employers have to offer higher wages to attract workers?

Of course, the federal government and its contractors, who needed war materials produced and had the ability to tax and borrow to meet the nation’s military needs, were able to offer higher pay to attract workers, leaving shortages in consumer goods.

When did the IRS rule that employers are not subject to income tax?

The IRS ruled in 1943 that these benefits weren’t subject to income taxes. During the next decade, the tax treatment became ambiguous at times. The issue was settled in the Internal Revenue Code of 1954, a tax-overhaul measure that formalized the employer exclusion.

What percentage of managers say they have received mental health training?

The same report shows that 91 percent of managers say that their actions affect the mental well-being of their employees, but less than a quarter (24 percent) of managers say they have received any mental health training.

Where did equity theory come from?

Adams was born in Belgium in 1925 and served in the US Navy during the Second World War. He had a PhD in philosophy and was a professor at Stanford, Colombia and The University of North Carolina at Chapel Hill. He also served as the Deputy Chief of the US Army’s Attitude Research branch and worked for General Electric.

What is equity theory?

Equity theory in practice dictates that employees will attempt to maximise outcomes (or equal inputs and rewards.) Individuals in inequitable situations will do their best in order to eliminate inequity and distress.

Why is equity theory important?

Equity Theory can be used to understand how employees might perceive unfair circumstances. Crucially, this can help you keep your workforce happy. Lawyer, inspirational speaker and TV personality Iyanla Vanzant once said: “Comparison is an act of violence against the self.”. Though there is much truth to this, it’s only natural to feel hard done by ...

How many tiers of needs does Maslow have?

Maslow predicated that humans have five tiers of human needs, starting with physiological needs like food, warmth and rest, and is topped off by self-actualisation, or working to achieve one’s potential. He argued that each ascending tier of needs cannot be met until those below it are.

What does Adams believe about employees?

Adams believes that for employees to feel valued and motivated , they must believe that their input (efforts) are equal to their output (rewards). Output doesn’t only equate to salary, benefits and perks, but social compensation more broadly.

Why is employee satisfaction important?

Although employers should care about the wellbeing of staff for its own sake, employee satisfaction also matters for the vitality of a company. It impacts employee turnover rates, absence days, exhaustion and burnout and decreased productivity and morale.