PPT – Equity Theory (Adams, 1963). Motivation II: Equity. If so, share your PPT presentation slides online with PowerShow.com. The presentation on Equity theory of Motivation. By John Stacey Adams • Employees seek to maintain equity between the inputs. Important slides you.

• • • Stacey Adams equity theory Stacey Adams equity theory John Stacey Adams' equity theory helps explain why pay and conditions alone do not determine motivation. It also explains why giving one person a promotion or pay-rise can have a demotivating effect on others. When people feel fairly or advantageously treated they are more likely to be motivated; when they feel unfairly treated they are highly prone to feelings of disaffection and demotivation. Employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others. The belief in equity theory is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization.

Words like efforts and rewards, or work and pay, are an over-simplification - hence the use of the terms inputs and outputs. Inputs are logically what we give or put into our work. Outputs are everything we take out in return. Download our FREE ebook 'A summary of motivation theories' to get an overview and brief practical analysis all the theories in one handy document.

Fill in your coordinates and we’ll send it to you right now. Name *: E-mail adress *: Type verification numbers *. We hate spam too. We'll only send you what you asked for. View our and. Inputs This equity theory term ecompasses the quality and quantity of the employees contributions to his or her work. Typical inputs include time, effort, loyalty, hard work, commitment, ability, adaptability, flexibility, tolerance, determination, enthusiasm, personal sacrifice, trust in superiors, support from co-workers and colleagues, skill.

Kaho Na Pyar Hai Mp3 Songs Free Download 123musiq. Outputs Outputs in equity theory are defined as the positive and negative consequences that an individual perceives a participant has incurred as a consequence of his/her relationship with another. Outputs can be both tangible and intangible.

Typical outcomes are job security, esteem, salary, employee benefits, expenses, recognition, reputation, responsibility, sense of achievement, praise, thanks, stimuli. Crackare Vodafone Station Come on this page. It's all about the money Payment however, is the main concern and therefore the cause of equity or inequity in most cases.

In any position, an employee wants to feel that their contributions and work performance are being rewarded with their pay. According to equity theory, if an employee feels underpaid then it will result in the employee feeling hostile towards the organization and perhaps their co-workers, which may result the employee not performing well at work anymore. It's the subtle variables that also play an important role for the feeling of equity.

Just the idea of recognition for the job performance and the mere act of thanking the employee will cause a feeling of satisfaction and therefore help the employee feel worthwhile and have more outcomes. Perception of equity But Adams' Equity Theory is a far more complex and sophisticated motivational model than merely assessing effort (inputs) and reward (outputs).

Equity Theory adds a crucial additional perspective of comparison with 'referent' others (people we consider in a similar situation). 'Referent' others are used to describe the reference points or people with whom we compare our own situation, which is the pivotal part of the theory. Equity does not depend on our input-to-output ratio alone - it depends on our comparison between our ratio and the ratio of others. We form perceptions of what constitutes a fair ratio (a balance or trade) of inputs and outputs by comparing our own situation with other 'referents' (reference points or examples) in the market place as we see it. If we feel are that inputs are fairly rewarded by outputs (the fairness benchmark being subjectively perceived from market norms and other comparable references) then generally we are happier in our work and more motivated to continue inputting at the same level. If we feel, however, that our ratio of inputs to outputs is less beneficial than the ratio enjoyed by referent others, then we become demotivated in relation to our job and employer. Jasmine Takamine Serial Numbers.

Examples of equity theory at work In practice this helps to explain why people are so strongly affected by the situations (and views and gossip) of colleagues, friends, partners etc., in establishing their own personal sense of fairness or equity in their work situations. Equity Theory explains why people can be happy and motivated by their situation one day, and yet with no change to their terms and working conditions can be made very unhappy and demotivated, if they learn for example that a colleague (or worse an entire group) is enjoying a better reward-to-effort ratio. This also explains why and how full-time employees will compare their situations and input-to-output ratios with part-time colleagues, who very probably earn less, however it is the ratio of input-to-output - reward-to-effort - which counts, and if the part-timer is perceived to enjoy a more advantageous ratio, then so this will have a negative effect on the full-timer's sense of Equity, and with it, their personal motivation. Mechanisms Equity Theory consists of four proposed mechanisms for (de)motivation: • Individuals seek to maximize their outcomes (where outcomes are defined as rewards minus costs).