In 1963 he introduced his equity theory of employee motivation to the world addressing our tendency to compare ourselves with our peers. The core of the equity theory is the principle of balance or equity.
Equity Theory Of Motivation
When leaders choose to ignore this distrust employee morale and motivation suffers.
Equity theory employee motivation. According to this theory of motivation an individuals motivation level is connected with his perception of equity fairness and justice practiced by management. Equity theory most popularly known as equity theory of motivation was first developed by john stacey adams a workplace and behavioral psychologist 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.
Employees will compare themselves to other groups both inside and outside of the organization. John stacey adams equity theory helps explain why pay and conditions alone do not determine motivation. In this clip i discuss the five key parts of equity theory an example of how it may operate at work and some of.
It also explains why giving one person a promotion or pay rise can have a demotivating effect on others. When employees believe that the workplace is unfair they grow to distrust organizational leadership. Core of equity is the principle of balance or equity.
Stacey adams equity theory. In essence the equity theory of motivation proposes that high levels of employee motivation in the workplace can only be achieved when each employee perceives their treatment to be fair relative to others. Equity theory helps us understand work motivation by looking at peoples values.
He explained that our sense of how were treated at work is shaped by our perception of colleagues rewards. Equity theory has been widely applied to business settings by industrial psychologists to describe the relationship between an employees motivation and his or her perception of equitable or inequitable treatment. Stacey adams equity theory.
Adams equity theory calls for a fair balance to be struck between an employees inputs hard work skill level acceptance enthusiasm and so on and an employees outputs salary benefits intangibles such as recognition and so on. John stacey adams proposed that an employees motivation is affected by whether the employee believes that their employment benefitsrewards are at least equal to the amount of the effort that they put into their work. Clearly equity theory shows why employee perceptions about fairness do matter.
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