Equity theory of motivation examples. Adam's Equity Theory of Motivation Explained 2023-01-05
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The equity theory of motivation suggests that individuals are motivated to perceive a balance between the inputs they put into a situation and the outcomes they receive from it. When there is a perceived imbalance between inputs and outcomes, individuals may feel undervalued and demotivated. To restore balance, they may either increase their inputs or decrease their outcomes, or they may seek to change the inputs or outcomes of others.
One example of the equity theory in action is in the workplace. Imagine an employee who works long hours, takes on additional responsibilities, and consistently produces high-quality work. However, this employee is paid the same as a colleague who works fewer hours and produces lower-quality work. The employee who is putting in more effort and achieving better results may feel undervalued and demotivated. To restore balance, they may seek a raise or promotion, or they may decrease their efforts and outcomes.
Another example of the equity theory can be seen in romantic relationships. Imagine a couple where one partner is consistently doing more of the housework and childcare, while the other partner is not contributing as much. The partner who is doing more may feel undervalued and demotivated, leading them to decrease their efforts or seek a change in the inputs or outcomes of their partner.
The equity theory of motivation can also be applied to social interactions. For example, imagine a group of friends who always go out to eat together. One friend consistently pays for everyone's meals, while the others rarely offer to contribute. The friend who is paying for everyone may feel undervalued and demotivated, leading them to either decrease their inputs (such as by no longer paying for everyone's meals) or seek a change in the inputs or outcomes of their friends (such as by asking for more contributions).
In all of these examples, the equity theory suggests that individuals are motivated to perceive a balance between their inputs and outcomes. When this balance is perceived to be off, they may seek to restore it through changes in their own inputs or outcomes, or by seeking to change the inputs or outcomes of others.
Equity Theory of Motivation
Let us elaborate on each of these three aspects and see what possibilities come under the purview of each aspect. One explanation could come from equity theory, which suggests that people are more satisfied with a relationship in which there is equal give and take by both parties. When employees feel like they are being treated unfairly, it can lead to a decrease in motivation. As satisfied needs do not motivate, it is the dissatisfaction that moves us in the direction of fulfillment. It encourages group work and social interaction to motivate employees in the workplace. It states that a sense of fair-mindedness and equity is necessary for 1.
Theory X and Theory Y Douglas McGregor proposed two theories, Theory X and Theory Y, to explain employee motivation and its implications for management. If your boss is asking you to do too much, voice your concerns. If that doesn't happen, then discontent may result in long-term problems or even the termination of the relationship. Perspectives on Psychological Science, 6 2 , 114-133. Kurt Lewin There is no single motivation theory that explains all aspects of human motivation, but these theoretical explanations do often serve as the basis for the development of approaches and techniques to increase motivation in distinct areas of human endeavor. A good way of applying equity theory is to think about fairness.
This theory indeed elaborates how people are more concerned about what happens to others while assessing the aspects of equity and justice. He was also adamant that only one dominant motive can be present in our behavior at a time. Equity can be complicated to demonstrate in the workplace. Inputs are typically contributions a person makes to themselves, other people, or larger organization. When applied to the workplace, it means an individual will generally aim to create a balance between what they give to the organization compared to what they get in return. The core concept in understanding motivation from the performance perspective is how physiological and psychological arousal accompanies behavior.
Adam's Equity Theory of Motivation: Explained with Examples
How To Use This Theory The equity theory of motivation can be a helpful tool for individuals looking to improve their intrinsic motivation. Applying equity theory in the workplace. What is equity theory also known as? What is the equity theory of motivation? Remember that while the equity theory of motivation was originally geared towards business, it can also be used for your personal life. These are just a few examples of how to identify equity theory. What is equity in the workplace? A graduate assistant may comment, ''That professor is being paid more than what we do by one hundred and fifty percent but does he do more research surveys than us by one hundred and fifty percent? Stafford and Canary 2006 studied relationship equity, maintenance, and satisfaction by giving over 200 married couples questionnaires.
In return for these inputs, people expect to earn a desired outcome or output. Vroom suggested a formula and it implied that if an individual put no value on any of the areas they would not be motivated. See our discussion of the motivation cycle and process in the blog post entitled Theories of Motivation Theories of motivation are often separated into content theories and process theories. Equity theory states that individuals are motivated by their perception of fairness. It covers a broad range of motivational concepts from both human and animal theory and research, with an emphasis on the biological bases of motivation. Adams proposed that employees seek to maintain a balance between their inputs and outputs at work. It may also result in distorted perceptions regarding referent groups such as employees and the organization.
Adam's Equity Theory Of Motivation Free Essay Example
A guide to constructs of control. If not, then it fails and should be discarded for another theory or approach. Extrinsic motivation — doing something in order to receive a reward or avoid punishment — is fairly common in the workplace. This comparison can act as a source of motivation or demotivation. Such a feeling of distress leads these people to make efforts towards restoring equity to the relationship, be it organizational, personal or intimate.
20 Most Popular Theories of Motivation in Psychology
When a balance is achieved between inputs and outputs, it is believed that an employee will be more satisfied and willing to work toward higher levels of productivity. Their research suggests the need for benefits in a relationship is evolutionary. As long as the contributions are perceived as equal, the relationship remains stable and happy. Personal and collective identities as motivators of action. However, effective managers understand their role in making sure employees understand the connection between performance and rewards before letting equality concerns become problematic for employees and the organization as a whole. Theory X is heavily informed by what we know about intrinsic motivation, and the role satisfaction of basic psychological needs plays in effective employee motivation.
Equity Theory of Motivation in Management: Definition & Examples
It can also include the addition of more work or hours on the referent. Referent groups Referents are comparisons that a worker can use to gauge the effectiveness of an outcome. Salary, allowances, perquisites, benefits, recognition, appreciation, responsibility additional , promotion, training, cooperation from organization and colleagues, sense of achievement, growth and development, additional opportunities within organization, etc. Optimal functioning hypothesis The zone of optimal functioning hypothesis in sports psychology identifies a zone of optimal arousal where an athlete performs best Hanin, 1989. It suggests that we not only compare our contributions to the amount of rewards we receive but also compare them to what others receive for the same amount of input. Conversely, if you think you're over-rewarded and have more equity, you also become less motivated. Persistence examines the role in which sustaining or halting a particular behaviour is important.
It also notes that individuals focus on personal rewards and the rewards of others for comparison. For example, some people might be judging their level of fairness on their past salary growth. You invite her to a party; she invites you to a party. Equity theory, most popularly known as the equity theory of motivation, was first developed by John Stacey Adams, a workplace and behavioral psychologist, in 1963. American Psychologist, 52 12 , 1280-1300. Outputs refer to the resources that employees receive from the job, such as salary, benefits, and recognition.
