Equity theory of work motivation
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Transcript of Equity theory of work motivation
EQUITY THEORY OF WORK MOTIVATION
Prepared By :-
Kajol HargudeVarsha Jawalge
Rohit Mane
2
1963 – John Stacey Adams
Idea that fairness and equity are
key components
of a motivated individual
The higher an
individual's perception of equity, the more motivated
they will be
If someone perceives an
unfair environment, they will be demotivated
History
3
4
Definition
5
6
self other
Outcomes inputs
Outcomes inputs
Rs. 10 1 hr. = Rs. 10/hr.
Rs.20 2hr. = Rs.10/hr.
1) An equitable suitable
selfother
Outcomes inputs
Outcomes inputsRs. 10
1 hr. = Rs. 10/hr.
=Rs. 15/hr
selfother
Outcomes inputs
Outcomes inputs
= Rs. 10/hr
3) Positive equity
Rs. 15 hr.
Rs. 10 1 hr.
2) Negative inequity
= Rs. 15/hr.Rs. 15 hr.
7
Types of Equity
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A Person’s reaction to Reduce INEQUITY
Altering the inputs of referent. Altering the outputs of referent. Demand for a hike in terms of pay, title, benefits
etc Decrease production and quality of work. Delegation of more work towards referent. Pointing out overpayment of referent. Influencing any individual/group regarding the
inequity. Forcing referent to leave the field. Changing the referent. Leaving the field/job.
10
HOW TO REDUCE
INEQUITY
11
Make sure employees can achieve targeted performance levels. Make sure changes
in outcomes are large enough to motivate high effort.
Link desired outcomes to targeted levels of performance.
Identify good performance so appropriate behaviors can be rewarded.
Determine the employee’s
outcome value
Managerial Decisions
Monitor the reward system for inequities.
Allow employees to have a “voice”
(Open Communication)
12
Monitor employee motivation through interviews or anonymous questionnaires.
Reward people for desired performance and do not keep pay decisions secret.
Design challenging jobs. Tie some rewards to group accomplishments
to build teamwork and encourage cooperation.
Reward managers for creating, monitoring, and maintaining expectancies, instrumentalities, and outcomes that lead to high effort and goal attainment.
Accommodate individual differences by building flexibility into the motivation program.
Organizational Responsibilities
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CONCLUSIONPeople are
motivated to reduce perceived
inequalities
To provide the proper support for
employees that may feel inequality
THE ENDTHANK YOU