An individual becomes clear about what compensations have his relational workers received for their inputs. Once an individual is done evaluating his input-outcome ratio, he evaluates his peers and co-workers. It helps an individual in realizing what efforts or inputs have been made from his side and what outcomes have he received. Self evaluation is an act of assessing or evaluating actions, attitudes or performance of oneself. Steps Involved in Equity Theory of Motivation Outcomes may be tangible as well as intangible. A sense of satisfaction is developed and employees are motivated to make more efforts when he perceives that the ratio of input to the outcome is equal or nearly equal.
Outcomes are the consequences (positive or negative) that an individual receives as a return for their input.
Employees demand fair treatment or acknowledgment of their contribution to their company.An individual is concerned with his achievements (rewards and recognition) as well as with achievements of others.Adams has put forward four major assumptions, which are listed below. Assumptions of Equity Theory of Motivation Developed by the behavioral and workplace psychologist, John Stacy Adams, Equity Theory of Motivation is one of the justice theories explaining the correlation between input and outcome of performance of employee at a job with his/her perception of equitable or inequitable behavior from the employers.Īccording to the theory, employee motivation is the result of the balance between what an employee attributes to the company against the recognition he/she receives as compared to what his/her co-workers receive for the same attribution.