The Equity Theory of Motivation - Coursework Example

Student’s Name Professor’s Name Course Date Equity Theory Introduction According to Redmond, 2010, Equity Theory suggests that the motivational level of a person will always depend on what he/she to be fair when the same thing is compared to others. The application of the equity theory at a work place it usually focuses on factors associated with employee’s work compensation relationship and also the efforts made by the employee to ensure that unfairness within the organization is reduced when dealing with exchange relationship. Redmond, 2010 indicates that the Equity Theory deals normally deals with social relationships in relation to fairness and unfairness, the theory is also referred to as “The Social Comparisons Theory or Inequity Theory”. The Equity Theory of motivation, was developed by J. Stacey Adams in the early 1960’s. The theory recognized that individual perception on the issues related to fair treatment when it comes to social exchanges will have an effect on the level of motivation that one will have. Always when individuals are being compared to others they always want that they should be compensated fairly for the contributions they have made. They want always to be recognized according to the level of experience and the experience that they make. The personal belief on the basis of what can be referred to be unfair or fair can affect to a great extent the attitude, behavior and motivation. The equity theory indicates and explains the reasons as to why some of the highly paid Union workers can at times go on strike when no other person can understand the reasons for their act. On the other the theory explains the reasons as to why highly paid athletes feel they not fairly compensated when they make the comparison of their peers (Liu, Nauta & Yang). Equity Theory has been able to indicate the reason why one’s perception is directly is always relative according to their reality. Literature Review When looking into the equity theory, it is necessary that the establishment of a distinction between expectancy theory and equity theory of motivation, this is due to the fact that both of them are interlinked in a way. The theory of expectancy always tries to emphasize that individuals will be motivated when they have a belief that their efforts will always make them achieve their desires. Both equity theory and expectancy theory are represented in a cognitive approach in relation to motivation and they describe how different individuals will adjust their motivation levels when they have the perception that their expectations are consistence to their efforts. The underlying assumption for this theories is that people will always try to calculate the costs and benefits they will get before determining the next course of action (Stecher & Rosse). In both cases, we are trying to deal with what individuals have in terms of motivation and the relation it has towards their efforts that will reward them according to their expectations in terms of recognition or money. In the case where employees feel that their efforts will not pay off, then the motivation level will reduce drastically. Therefor their behaviors will not have anything related towards achieving the goals associated to success of the organization that they are working for. The equity theory does not just touch on the motivational level of an individual rather it goes further to evaluate outcome to the input that an individual has undertaken in any process. The perception of equity however is very important that in the when it comes to motivation of individual in an organization. This will assist them in undertaking activities as they are needed without any delay. Motivation is related to attitude and it can be achieved through the reward and different activities taken (Stecher & Rosse). To ensure that the morale within an organization is elevated the employees should be motivated. They should be rewarded well for what they are doing in the process. Inequality should be dealt with in every way possible. It is important that all those who are in the organization they have the equality perception in the way thing are being undertaken. Therefore, the theory proves the importance of motivation in an organization and how treating employees will prove a right undertaking in any organization. Reduction of inequality in any organization will mean that most of the employees will have the right attitude when performing their duties and the output of their work will be higher. Different outcomes need to be valued by employers regardless of what they are. Employees will always tend to perform differently in any organization. An example is where young employees will tend to value higher pay than anything in an organization though their experience and performance compared to that of the older employees may be less. Where some employees receive higher pay compared to some of the colleagues within an organization, then a perception of inequality starts to get into an organization. If some of the workers can have a flexible schedule where other have one that is fixed then they will perceive this as a form inequality. Some value flexibility than salary depending on the taste of one employee. Foe an organization to ensure that such a problem does not rise within an organization, then it is important to have strategies in place that will help managers maintain a positive attitude within an organization. the first strategy that can be used by managers in an organization so that they can maintain a positive attitude with an organization then they could request feedback from employees on what makes them determine value in an organization and which way they could like to be compensated within an organization. Secondly, the managers may allow the employees to choose the mode of benefit that they could like. Some of the employees may prefer having a flexible working schedule, a health flexible spending account while other may prefer to have an increased salary on their disposal. They will give different suggestions that will allow them receive the kind of compensation that they need. This will result in reduced problems that is related to compensation. This way employees will have a positive attitude when performing organizational functions. Reflection The Equity theory is one of the best theory when it comes to motivation of employees in an organization. The theory opens up an important function that managers need to observe for them to ensure that they are doing well in everything that they are performing. When dealing with employees attitude remains an important part as it will determine the extent to which they will be performing there functions. Motivation can be encouraged if employees are treated fairly in the way they perform different functions. The theory has been able to review on how problems that are related to the managing compensation and how employees should be handled when it comes to this issue. Employee compensation according to the theory is the best way to ensure that in an organization the motivation is elevated and nothing is left into chances for all. The theory has given out two strategy that will ensure that compensation that is in the heart of the employees is achieved in any organization. In the general perspective, the organization ensure that all those who are undertaking different procedure within an organization are brought on board when undertaking issues that are related to compensation are effectively handled. Always when individuals are being compared to others they always want that they should be compensated fairly for the contributions they have made. They want always to be recognized according to the level of experience and the experience that they make. The personal belief on the basis of what can be referred to be unfair or fair can affect to a great extent the attitude, behavior and motivation. Therefore the theory plays an important role in ensuring there is no commotion about compensation in an organization. Learning From the articles I have been able to establish many issues about motivation in an organization. It is important everything that takes place should involve employees themselves. We should ensure that the compensation in place in an organization is the one that is generally accepted by employees in an organization. This will ensure that problems that will be related to lack of morale in an organization will be reduced to its minimum level. Employees will always tend to perform differently in any organization. An example is where young employees will tend to value higher pay than anything in an organization though their experience and performance compared to that of the older employees may be less. Where some employees receive higher pay compared to some of the colleagues within an organization, then a perception of inequality starts to get into an organization. If some of the workers can have a flexible schedule where other have one that is fixed then they will perceive this as a form inequality. Therefore, there is need to involve workers in making decisions in an organization that is related to the compensation. Always employees should be rewarded well for what they are doing and the performance they give. Equality in an organization is important as it will play a critical role in ensuring that there is a motivated staff in any organization. Work Cited Liu, C., Nauta, M., & Yang, L. Examining the mediating effects of supervisor conflict on procedural injustice-job strain relations: The function of power distance. Journal of Occupational Health Psychology, 2013. Redmond, B. F. Lesson 5: Equity Theory: Is what I get for my work fair compared to others? Work Attitudes and Motivation. The Pennsylvania State University World Campus, 2009. Stecher, M.D., & Rosse, J.G. Understanding reactions to workplace injustice through process theories of Motivation: A teaching module and simulation. Journal of Management Education, 2007. Read More