The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are treated compared to others within the company (Carpenter, Bauer, Erodgogan & Short, 2013). A major challenge being faced is the fact that everyone will see themselves as unappreciated for the things they contribute to the company when in fact they may be receiving the same treatment as their colleagues (Pinder, 1998). A person tends to base fairness on how other people or groups, otherwise known as referents, are rewarded for their “input-to-output” ratio compared to their own. The ratio has to deal with the way a person feels they are giving back to society compared to the “outputs” or rewards they feel they are entitled to for their contribution. Another theory in the work place is the expectancy theory. This theory says that employees will consider if the hard work will pay off, second is if their efforts will lead to greater rewards, and third is if the award valuable to the individual. Managers can use these facts to their advantage to motivate employees by awarding their hard work (Carpente...
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...e heard” (Carpenter, Bauer, Erodgogan & Short, 2013). Self-appraisal evaluations help the employers assess what are some positives and negatives of meetings, and if they need to change the structure of meetings to help motivation of employees than they can do so.
Carpenter, M., Bauer, T., Erodogan, B., & Short, J. (2013). Principles of management. (2nd ed.).
Flat World Knowledge, Inc.
Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper & Row, Publishers,
Solomon, M. (2002)."What do i say when.." a guideline for getting your way with people on the
job. (pp. 85-194). New Jersey: Prentice Hall.(Solomon, 2002)
Pinder, C. (1998). Work motivation in organizational behavior. (pp. 182-428). New Jersey:
Prentice Hall.(Pinder, 1998)
Steers, R. M., & Porter, L. W. (1983). Motivation & Work Behavior (Third ed.). New York:
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