The Adams Equity Theory was developed by the American psychologist John Stacey Adams in 1963. As per this motivation theory an individuals motivation level is correlated to his perception of equity fairness and justice practiced by the management.

Adam Equity Theory Of Motivation Pdf Hbr Weathersupernal

Its about the balance between the effort an employee puts into their work input and the result they get in return output.

Equity theory of motivation. This theory postulates that a major share of individual behaviour is based on the perceived situation rather than on the actual set of circumstances. When compared to other people individuals want to be compensated fairly for their contributions the outcomes they experience match their input s. Equity Theory of Motivation In the equity theory of motivation employees motivation depends on their perception of how fair is the compensation and treatment for their work input.

Equity theory is based in the idea that individuals are motivated by fairness and if they identify inequities in the input or output ratios of themselves and their referent group they will seek. The basic assumption of the theory is that either receive or are going to receive. Equity theory popularly known as Adams equity theory aims to strike a balance between an employees input and output in a workplace.

Higher is individuals perception of fairness greater is the motivation level and vice versa. The basic assumption of the theory is that people are motivated by a desire to be equitably treated at work. Adam developed the theory after realizing that equity and fairness are an essential component of individual motivation.

Equity theory refers to the fact that human motivation to a great extent depends on what he considers fair and is correlated with his perception of justice practiced by the management. Adams Equity Theory of Motivation says that the relationship between an individuals inputs contribution and their benefits reward is important for their sense of fairness and equity thus for their motivation. Equity Theory states that the employees perceive what they get from a job situation outcomes about what they put into it inputs and then compare their inputs- outcomes ratio with the inputs- outcomes ratios of others.

Inputs are what you bring to the situation like your skills time and education. Lastly compared to the other theories the equity theory adopts a realistic approach to motivation. The higher the fairness and justice the more motivated a person typically becomes.

If the employee is able to find his or her right balance it would lead to a more productive relationship with the management. Output can be things like salary recognition and responsibility. Equity theory of motivation tries to address this problem of unequal treatment among employees in a company and its effect on the overall motivation of the employees because slight unequal treatment is present everywhere but when this unequal treatment becomes excessive than it hampers the motivation of the employees in a negative way which can.

In an organization it is about the work compensation of an employee and his attempts in minimizing supposed unfairness. The equity theory of motivation directly relates a persons motivation to their perception of fairness known as equity This means that your motivation is highly correlated to fairness and justice both in the workplace as well as in the outside world. Equity Theory of motivation developed in the early 1960s by J.

To make more sense of this though we need to understand what types of things constitute both inputs and benefits. As noted by Gogia 2010 when applied to the workplace Equity Theory focuses on an employees work-compensation relationship or exchange relationship as well as that employees attempt to minimize any. Input includes hard work skills and enthusiasm.

The Equity Theory of Motivation deals with the way people compare the value of themselves to others in similar work situations based on their inputs and outputs. The core of the equity theory is the principle of balance or equity. Outputs are everything you get in return like your salary bonuses raises and promotions.

Adams Equity Theory is therefore a far more complex and sophisticated motivational model than merely assessing effort inputs and reward outputs. Stacey Adams recognized that motivation can be affected through an individuals perception of fair treatment in social exchanges. In this context equity is defined as the belief that one is being treated fairly relative to the treatment of others.

Equity Theory of Motivation. Equity Theory proposes that a persons motivation is based on what he or she considers being fair when compared to others Redmond 2010. Equity Theory is based on the idea that individuals are motivated by fairness.

Developed by the behavioral and workplace psychologist John Stacy Adams Equity Theory of Motivation is one of the justice theories explaining the correlation between input and outcome of performance of employee at a job with hisher perception of equitable or inequitable behavior from the employers. Adams Equity Theory also known as the Equity Theory of Motivation was developed in 1963 by John Stacey Adams a workplace behavioral psychologist. Equity theory referred to as Adams equity theory is a motivation model that John Stacy Adam an American behavioral and workplace psychologist created in 1963 John Chiekezie 2016.