When an employee is comparing his input/outcome ratio to his fellow workers’,
he will look for other employees with similar jobs or skill sets
. For example, Ross would not compare his salary and responsibilities to those of the magazine company’s CEO.
How do employees compare the outcomes to inputs ratios?
“
Equity theory
states that employees assess their inputs and outcomes and judge fairness by comparing them to the inputs and outcomes of a comparison other” (Adams, 1963). … Therefore, this has caused an inequity in Alex’s comparison other.
What are the possible actions by employees that perceive an equity between their inputs and outcomes?
When employees perceive an inequity, they can be predicted to make one of six choices:
Change their inputs
. Change their outcomes. Distort perceptions of self.
What is positive inequity?
Overpayment Inequity
Also known as positive inequity. This occurs
when the ratio of one’s own inputs and outcomes is lower than or more favorable than the ratio of a comparison other
, causing a person to feel overcompensated.
What are some of the possible consequences of employees perceiving an inequity between their inputs and outcomes and those of others?
Consequences of inequity
Higher levels of absenteeism might
also occur, alongside tardiness; Perceived inequality can also lead to lower productivity or reduced quality of work; In the face of injustice, an employee may influence in a negative way other co-workers’ inputs and outcomes.
When an employee is comparing his input outcome ratio to his fellow workers he will look for other employees group of answer choices?
When an employee is comparing his input/outcome ratio to his fellow workers’, he will look for other
employees with similar jobs or skill sets
. For example, Ross would not compare his salary and responsibilities to those of the magazine company’s CEO.
What is Vroom theory?
…
assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and minimize pain
. Vroom realized that an employee’s performance is based on individuals factors such as personality, skills, knowledge, experience and abilities. …
When an employee compares their inputs and outcomes with another employee within their organization they are making an comparison?
When an employee compares their inputs and outcomes with another employee within their organization, they are making an
other-outside comparison
. _____ justice is the perceived degree to which an individual is treated with dignity, concern, and respect. 14 .
How employees could maintain the equity?
Equity Theory –
Keeping Employees Motivated
.
Everyone in the workplace is motivated by something
. … As an example of equity theory, if an employee learns that a peer doing exactly the same job as them is earning more money, then they may choose to do less work, thus creating fairness in their eyes.
Why is equity so important to employees?
Encourages Achievement
The opportunities afforded by an equitable workplace
motivate employees to achieve. Believing that rewards will be commensurate with effort, employees with ability and drive strive to shine. This behavior is explained by equity theory, which links fairness to employee effort.
Which theory is based on comparing one’s outputs and inputs with those of others?
Equity theory
proposes that individuals in social exchange relationships compare each other the ratios of their inputs into the exchange to their outcomes from the exchange.
Which three of the following are reasons an employee may be more motivated than his or her counterparts?
Which three of the following are reasons an employee may be more motivated than his or her counterparts?
The employee has specific, challenging, and achievable goals. The employee has feelings of expectancy and instrumentality. The employee has feelings of psychological empowerment.
How can managers use the equity theory to improve worker satisfaction?
Managers can use equity theory to improve worker satisfaction. Knowing that every employee seeks equitable and fair treatment, managers can make an effort to understand an employee’s perceptions of fairness and take steps to reduce concerns about inequity.
How do employees respond to inequity in an organization?
Depending on the severity, inequities can often be
remedied with open and honest communication
. This can include providing disgruntled employees with written company policies, such as the employee handbook, and offering to discuss any instances of perceived unfair treatment.
When employees perceive an inequity they might?
Equity is defined as an individual’s outputs divided by that same person’s inputs. Adam’s Equity Theory goes a step further and states that individuals look around and compare their promotions and perks to others. If they perceive inequity,
then they will adjust their inputs to restore balance
.
When an individual perceives his or her outcome input ratio to be greater than the referent’s outcome input This situation is known as?
Overpayment inequity
occurs when an individual perceives his or her outcome/input ratio is greater than the referent’s.
What does expectancy theory mean?
Expectancy theory (16/9) (or expectancy theory of motivation)
proposes that an individual will behave or act in a certain way because they are motivated to select a specific behavior over others due to what they expect the result of that selected behavior will be
.
What are expectancies and valences?
Expectancy is the individual’s belief that effort will lead to the intended performance goals. …
Valence is the unique value an individual places
on a particular outcome.
What does equity theory say?
Equity theory proposes that
people value fair treatment
, which motivates them to maintain a similar standard of fairness with their coworkers and the organization. Accordingly, equity structure in the workplace is based on the ratio of inputs to outcomes. Inputs are the employee’s contribution to the workplace.
What do the results of morisano’s study shown on the graph illustrate?
What do the results of Morisano’s study (shown on the graph) illustrate?
Training students in goal setting leads to an increase in their GPAs
.
How do expectancies and valences affect performance?
The Expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will
lead
to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).
How does Vroom’s model measure motivation?
Specifically, Vroom says that an individual’s motivation is
affected by how much they value any reward associated with an action (Valence)
, how much they believe that by putting effort into something they will be able to generate good results (Expectancy) and how much they believe that generating good results will …
When individuals compare their job inputs and outcomes with those of others and respond to inequities This is known as?
Equity theory
was first developed in 1963 by Jane Stacy Adams. It says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequalities.
Which theory makes the assumption that people will compare their job inputs and outcomes with those of others and then respond to eliminate perceived inequities?
Equity Theory
Individuals compare their job inputs and outcomes with those of others and then respond so as to eliminate any inequities.
What is Porter and Lawler model?
The Porter and Lawler theory of motivation is based on the assumption that rewards cause satisfaction and that sometimes performance produces reward. … It is a
multi-variable model
and explains the complex of relationship among motivation, performance and satisfaction.
What is an output of equity theory?
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.
What is employee equity?
Employee equity is
the practice of granting stock to employees as part of their compensation packages
. If the value of this equity multiplies year-on-year as the startup’s valuation grows, having a stake in the business can become a huge financial asset for the employee in the future.
What is employer equity?
Equity compensation is
non-cash pay that is offered to employees
. Equity compensation may include options, restricted stock, and performance shares; all of these investment vehicles represent ownership in the firm for a company’s employees.
What is equity in a workplace?
Where equality gives everyone access to the same opportunities, equity in the workplace means that
there’s proportional representation in those same opportunities
. In other words, equity levels the playing field. … Workplace inclusion ensures all employees feel welcome to participate and contribute.
How do you promote equity in the workplace?
- Make job descriptions accessible. …
- Skills-based hiring. …
- Provide inclusive incentives. …
- Provide equitable access for all employees. …
- Empower your employees. …
- Ensure equitable benefits. …
- Re-evaluate your equity practices.
How do managers apply equity theory in the workplace?
Applying equity theory in the workplace
Equity theory can be a model for measuring how satisfied an employee is in their job. According to John S. Adams, your staff
try to keep a balance between how much they give to you
(inputs), and what they receive from your business in return (outputs).
How can managers use the equity theory to motivate employees?
According to equity theory, an employee’s perception of the fairness of his work’s input and outcome influences his motivation. … Managers
create a productive work environment by communicating job requirements clearly
and establishing fair and consistent performance objectives for all employees.
Why as managers Leaders Should we be concerned with the equity theory in the workplace?
Equity theory explains how employees determine what is fair
and how
they act upon their perceptions. … As a result, employee perceptions about fairness do matter–whether they are real or misguided. For managers it is better to effectively address these concerns than ignore them.
The equity theory (Adams 1963), from which pay equity is derived, is
a motivational theory that seeks to determine how employees feel and behave when they are fairly or unfairly treated by employers
.
When an employee compares their inputs and outcomes with another employee within their organization they are making an comparison?
When an employee compares their inputs and outcomes with another employee within their organization, they are making an
other-outside comparison
. _____ justice is the perceived degree to which an individual is treated with dignity, concern, and respect. 14 .
Which theory is based on comparing one’s outputs and inputs with those of others quizlet?
Process theories of motivation include
equity theory
and Herzberg’s motivator-hygiene theory. Expectancy theory is a model of motivation that explains how people strive for fairness. In equity theory, you compare your outputs and inputs to those of another person.
What is Vroom theory?
…
assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and minimize pain
. Vroom realized that an employee’s performance is based on individuals factors such as personality, skills, knowledge, experience and abilities. …
What are the three biggest influences on employee performance?
having the resources, information, and support one needs to perform well
are critical to determine performance.
What influences employee performance?
The “person” section of the model identifies eight essential factors that impact job performance:
knowledge, experience, skills, abilities, awareness, values, motives and needs
. As individuals grow accustomed to the job, these factors change over time. For a high achiever, they change in positive ways.
What factors influence employee performance?
- Job Satisfaction.
- Training and Development.
- Employee Engagement.
- Goals and Expectations.
- Tools and Equipment.
- Morale and Company culture.
Why is equity so important to employees?
Encourages Achievement
The opportunities afforded by an equitable workplace
motivate employees to achieve. Believing that rewards will be commensurate with effort, employees with ability and drive strive to shine. This behavior is explained by equity theory, which links fairness to employee effort.
How employees could maintain the equity?
Equity Theory –
Keeping Employees Motivated
.
Everyone in the workplace is motivated by something
. … As an example of equity theory, if an employee learns that a peer doing exactly the same job as them is earning more money, then they may choose to do less work, thus creating fairness in their eyes.
