Equity Theory

Equity theory From Wikipedia, the free encyclopedia Jump to: navigation, search Equity possibility attempts to apologize relational satisfaction in terms of perceptions of fair/ foul distributions of resources inside interpersonal relationships. Equity theory is considered as cardinal of the justice theories. It was first developed in 1963 by rear Stacey Adams, a workplace and behavioral psychologist, who asserted that employees seek to get equity between the inputs that they bring to a job and the outcomes that they scram from it against the perceived inputs and outcomes of others (Adams, 1965). The belief is that people value fair manipulation which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The structure of equity in the workplace is based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for the organization. |Contents | |[hide] | |1 Background | |1.1 Definition of equity | |1.2 Inputs and outcomes | |1.2.

1 Inputs | |1.2.2 Outcomes | |1.3 Propositions | |2 Equity Theory in championship | |2.1 Assumptions of Equity Theory applied to business | |2.2... If you want to get a full essay, order it on our website: Orderessay

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