which of the following is considered to be an input by the equity theory? course hero

How is equity achieved in the workplace?

This equity can be achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Baxamusa, 2012). Adams’ equity theory is based on a ratio consisting of inputs to outcomes. Inputs consist of contributions by an individual.

What are the inputs of Adams’ equity theory?

Adams’ equity theory is based on a ratio consisting of inputs to outcomes. Inputs consist of contributions by an individual. An attribute is only considered an input if it is perceived as relevant by the individual. Inputs can include abilities, effort, performance, age, seniority, education, and other attributes.

What is the most important aspect of equity theory?

The most important aspect of equity theory is how an individual perceives the fairness of the outcomes in relation to input; the Fairness Heuristic Theory explains the profound effect that procedural justice has on individual perception of fairness.

What do most employees not know about feelings of equity?

most employees don't know about feelings of equity. each employee has different opinions regarding which inputs should be rewarded and which outcomes are more valuable than others. All of the answers are correct.

What is equity theory?

Why is equity theory important?

How to achieve equity?

What are the two processes that restore equity?

Where does perceived inequity come from?

How does equity theory relate to motivation?

What is the difference between equity theory and expectancy theory?

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OB chapter 5 questions Flashcards | Quizlet

Study with Quizlet and memorize flashcards containing terms like Select all of the characteristics that are influenced by motivation., The theories that focus on identifying internal factors that motivate people are ______________ process , Incorrect Unavailable theories. The more dynamic theories that focus on explaining how internal and external factors motivate people are ...

The Equity Theory of Motivation - How to Keep your team Motivated

Everyone in the workplace is motivated by something. This motivation could be external in nature, such a money, and status, or internal, such as a desire to do a good job. Leaders and managers have sought to understand theories of motivation and then test them in the workplace to increase the productivity and effectiveness of their workforce.

What is the Adams Equity Theory?

The Adams Equity Theory was developed by the American psychologist John Stacey Adams in 1963. It’s about the balance between the effort an employee puts into their work (input), and the result they get in return (output).

How does balance in equity theory help employees?

Balance in the Equity Theory offers ways to help motivate employees. By enga ging them in conversation and finding out what motivates them, supervisors will be better able to inspire employees and increase productivity.

Why is the balance between input and output important?

A proper balance between input and output ensures that an employee feels satisfied and motivated, contributing to their productivity. Even though Adams' theory is over 50 years old, it's still relevant today. It's very important for organisations to understand how the Equity Theory works. This can help create an effective company structure in which ...

What happens when an employee's input outweighs their output?

When their input outweighs their output, there’s an imbalance, and the employees will be unhappy. They’ll feel that they’re not being treated fairly and will feel disillusioned with the organisation. That may lead to demotivated behaviour, recalcitrance, calling in sick, or finding other employment.

What is the constant comparing of input and output?

The constant comparing of input and output makes the Adams Equity Theory complex. Adams calls this ‘referent’, meaning employees use each other as reference points.

What is equity theory?

Equity Theory proposes that a person's motivation is based on what he or she considers to be fair when compared to others (Redmond, 2010). When applied to the workplace, Equity Theory focuses on an employee's work-compensation relationship or "exchange relationship" as well as that employee's attempt to minimize any sense ...

Why is equity theory important?

Utilizing equity theory to understand how employees measure their inputs and outcomes can also help employers prevent problems related to perceptions of inequity, such as reduced productivity, theft or employee turn-over.

How to achieve equity?

Most individuals will attempt to achieve equity by adjusting their own inputs and outcomes, or attempting to change the inputs or outcomes of the comparison other. Individuals can use behavioral processes or cognitive processes in order to attempt to restore equity.

What are the two processes that restore equity?

There are two main processes an individual can use to restore equity: behavioral processes and cognitive processes.

Where does perceived inequity come from?

According to equity theory, perceived inequity comes from social comparisons (Adams, 1965). A person to whom we compare ourselves to is called the Comparison Other.

How does equity theory relate to motivation?

Both the expectancy theory and equity theory represent a cognitive approach to motivation and describe how people will adjust themselves (motivation) when they perceive their efforts may obtain outcomes that are consistent with their expectations. The assumption is that people calculate costs and benefits in determining course of action (Stecher & Rosse, 2007). In both instances, we are dealing with individuals being motivated when they perceive their efforts will lead to the reward they expect; such as money or recognition.

What is the difference between equity theory and expectancy theory?

The expectancy theory emphasizes that people will be motivated when they believe their efforts will lead to the outcome they desire.

What is equity theory?

Equity Theory proposes that a person's motivation is based on what he or she considers to be fair when compared to others (Redmond, 2010). When applied to the workplace, Equity Theory focuses on an employee's work-compensation relationship or "exchange relationship" as well as that employee's attempt to minimize any sense ...

Why is equity theory important?

Utilizing equity theory to understand how employees measure their inputs and outcomes can also help employers prevent problems related to perceptions of inequity, such as reduced productivity, theft or employee turn-over.

How to achieve equity?

Most individuals will attempt to achieve equity by adjusting their own inputs and outcomes, or attempting to change the inputs or outcomes of the comparison other. Individuals can use behavioral processes or cognitive processes in order to attempt to restore equity.

What are the two processes that restore equity?

There are two main processes an individual can use to restore equity: behavioral processes and cognitive processes.

Where does perceived inequity come from?

According to equity theory, perceived inequity comes from social comparisons (Adams, 1965). A person to whom we compare ourselves to is called the Comparison Other.

How does equity theory relate to motivation?

Both the expectancy theory and equity theory represent a cognitive approach to motivation and describe how people will adjust themselves (motivation) when they perceive their efforts may obtain outcomes that are consistent with their expectations. The assumption is that people calculate costs and benefits in determining course of action (Stecher & Rosse, 2007). In both instances, we are dealing with individuals being motivated when they perceive their efforts will lead to the reward they expect; such as money or recognition.

What is the difference between equity theory and expectancy theory?

The expectancy theory emphasizes that people will be motivated when they believe their efforts will lead to the outcome they desire.