The paper "The Equity Theory of Motivation" is a good example of management coursework. 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 workplace 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 1960s. The theory recognized that individual perception of 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 actions. 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 away. 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 the 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 with the 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 the outcome to the input that an individual has undertaken in any process.
The perception of equity, however, is very important in them when it comes to the motivation of an 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 are 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 the 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.