Equity Theory of Motivation

Equity Theory of Motivation

Introduction:

Robbins & Judge (2007, p.186) defines Motivation “as the processes that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal”. Equity theory comes under process theory which gives the perception whether the individual is going to work hard or not depending upon the rewards and possible outcomes. This paper discusses and describes the equity theory of motivation with its implications to managers in the light of a real organizational example.

Analysis:

John Stacey Adams, a workplace and behavioural psychologist,” articulated a construct of equity theory on job motivation and job satisfaction in 1965” (Okpara, 2006, p.226).

“In equity theory individual make comparisons of their job inputs (for example efforts, experience, education, competence) and their outcomes (for example salary level, raises, recognition) with those of referent others and then respond to eliminate any inequities”(Robbins & Judge,2007,p.205).

This theory states that “an individual who perceives that she or he is being treated unfairly in comparison to others will be motivated to act in ways that reduce the perceived inequity”(Campling,Poole,Wiesner,Schermerhorn,2006,p.394). An individual should feel a fair balance of what he/she puts into the jobs and what he/she gets out of it. Adams called these as inputs and outcomes (Okpara, 2006). Individuals are more likely to be motivated when they feel fairly or equitably treated. And when they are unfairly treated they are highly prone to the feeling of disaffection and demotivation.

In equity theory the most crucial feature is comparison. In equity theory employees make comparisons of their job inputs (efforts) ...

... middle of paper ...

...l Psychology, 20(8), 641-662.

Campling,J.,Poole,D.,Wiesner,R. and Schermerhorn,J.R., (2006). Management. (2nd ed.). Australia: John Wiley & Sons.

Gunderson,M. (1994). Pay and Employment Equity in the United States and Canada. International Journal of Manpower,15(7), 26-43.

Ivancevich, J.M., Konopaske, R. and Matteson M.T., (2008). Organizational Behaviour and Management. (8th ed.). New York: McGraw-Hill Irwin.

Okpara, J.O. (2006). Gender and the relationship between perceived fairness in pay, promotion, and job pay, promotion, and job satisfaction in a sub '' Saharan African economy. Woman in Management Review, 21(3), 224 '' 240.

Robbins,S.P. and Judge,T.A.,(2007).Organizational Behaviour.(12th ed.). New Jersey: Pearson Prentice Hall.

Weller,L.D. (1995). The equity factor: a vital part of the quality equation. Quality Assurance in Education, 3(4), 44-50.