Overture:
This is no simple reform. It really is a revolution. Sex and race because they are easy and visible differences have been the primary ways of organizing human beings into superior and inferior groups and into the cheap labor in which this system still depends. We are talking about a society in which there will be no roles other than those chosen or those earned. We are really talking about humanism.
The Basis: Theories of Equity:
Equity Theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity theory is considered as one of the justice theories; it was first developed in 1962 by John Stacey Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to a job and the outcome that they receive from it against the perceived inputs and outcomes of others. The belief is that people value fair treatment 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; this includes the work done by the employees and the behavior brought by the employee as well as their skills and other useful experiences the employee may contribute for the good of the company.
Variables identifying positive and negative inequities:
In short, Equity Theory means that employees will become de-motivated if their perceived input is greater than the output from the company. Motivation can be expressed in many ways;
· Effort
· Loyalty
· Hard Work
· Commitment
· Skill
· Ability
· Adaptability
· Flexibility
· Tolerance
· Determination
· Enthusiasm
· Trust in manager and superiors
· Support of colleagues and peers
· Personal sacrifice, etc.·
Obviously you want a motivated team, so the output from the company must be in balance. Outputs are both tangible such as salary, benefits and expenses and intangible as such is a positive course of action to enhance motivation such as;
· Recognition
· Reputation
· Responsibility
· Sense of Achievement
· Praise and thanks
· Stimulus
·
Sense of Advancement/Growth
If you start down the slippery slope where the employee perceives their input to exceed the company output, then de-motivation will creep in, and potentially result in increasingly disruptive behavior.
Renovating the Value of Equity:
If the person's ratio is not perceived to be equal to the comparative person's ration, he/she will strive to restore equity. The strife is considered employee motivation, and the greater the perceived inequity, the more motivated an employee becomes. It is important to note that equality or inequality is based on perception and is subjective.
Discrimination is unequal treatment of individuals, and the equity theory of motivation would suggest that when we feel unequal, we become motivated to balance those ratios. This balancing can be accomplished by changing outcomes or inputs, cognitively distorting outcomes or inputs, leaving the field, and finally to act on or change the person whose ratio is greater than our own.
The process theory called suggests that levels of motivation are based more on the value that individuals place on the reward. The components that effect motivation then, are called valence (what's important to you) and expectancy (can I do it). Suggestions perceived that inequality plays a pivotal role in job satisfaction. Motivation or effort should lead to performance. Performance is followed by intrinsic and extrinsic rewards. The perceived equity of those rewards leads to satisfaction.
Discrimination is again another issue and becomes relevant
after performance. Perceptions of equal or unequal rewards
may cause us to be unsatisfied with the job, and less motivated to
perform in the future. This is because the model is cyclical.
If we are unsatisfied, we feel less motivated and less
instrumental. As a result, effort and performance
decrease. It becomes particularly critical then, for an
organization to evaluate its rewards system. An
employee's perception of inequality could be disastrous to a
company!
Summary:
The Equity Theory is but motivational theories that demonstrate the importance of avoiding discriminatory practices in the workplace. It is imperative that employees receive equal treatment on the job. Though discrimination today is subtle, it continues to be problematic. If we continue to act preferentially, employee motivation will be adversely affected, and eventually performance will cease. By participating in such practices, we are steadily building the foundation for disaster.
