Work Motivation Assignment Describe the Equity Theory.

Work Motivation Assignment

Describe the Equity Theory.

Equity theory is a theory regarding the fairness and justice of material allocation between individuals. It is where workers believe they are being rewarded accordingly or not. If he or she is over or under awarded, a notion of anguish is created. In the end, further efforts must be committed to restore appropriate worth. The theory is basically about whether or not both parties are receiving proper and just shares of deserved resources. The value of equity is determined by measuring the amount of aid and contribution between each party. However, the former does not mean fiscal or emotional, and the latter excludes investment in time and effort. The balance in the equity theory and between the two parties means as long as they both exert similar efforts, a balanced ratio has been achieved. The theory suggests and predicts that a worker or individual's incentive is predicated on what he or she perceives to be just in comparison to say other workers. In a work place, the equity theory is based upon compensation, or known as the exchange relationship.

2. Identify its strengths and weaknesses.

The strengths of the equity theory are that the research components are efficient, effective, and applicable since it is supported by research studies over the years so the theory is reliable and valid. Furthermore, the theory accurately predicts behavior, is pragmatic and sensical, and fits in with other theories like the expectancy theory. The theory can be used in the workplace when evaluating an employee's motivation and comprehending their behaviors. The weaknesses of the theory is it lacks detail into certain factors, for example, the theory will offer various ways to restore equity but does not suggest which option he or she will choose. As well, the research suggests mixed empirical support and limitations since most studies are short-term, and no acknowledgements of long-term retorts to inequity. Equity theory serves as an interpretation after a situation has arisen rather than a preventative measure. There are perception errors in the theory since humans react differently than one might think and there is a lack of scientific analysis, and explanation for different values within cultures. Unfortunately, more research still needs to be done on the equity theory in regards to really understand what motivates people in the workplace.

3. Explain how you feel this theory applies to you and your workplace

I'm a computer lab supervisor for seven years, and I have not received any promotion or higher level of work like my other colleagues over the years. I'm a hard workers, attain excellent grades, and my annual performances have been stellar. In terms of equity theory, I feel under-rewarded because I feel my input is less than my outcome, and I'm not recognized for my work like the other workers. My job requires me to supervise the computer labs, from organizing the internal network in two computer labs to share folders and printers between them. I'm responsible for downloading samples and models for each lecture as requested by the professor, install and update programs in the labs, and repair failures faced by the computers and printers. I am to ensure all devices are working properly, organize the lab schedule with the lecturers, supervise the print unit, which contains a plotter, color laser printer, ink jet printer, and A3 scanner. In addition, I help the students to use the aforementioned devices in the correct way, for example, printing posters, brochures, magazines, and research documents. I am part of the college online network, which I am responsible to create web pages, enter data, and update college events and videos. I provide the required devices for the workshops, training courses, and seminars held at the college. I spend a majority of the time helping students in using computer skills and program. I offer solutions to their problems, whether it's on their laptop from installing programs or activating the Internet. I provide assistance in the annual evaluation for the teaching members for each semester by distributing the questionnaire to students and helping them fill it out. These responsibilities help motivate me in my work by that the interpersonal interaction between people is great and fulfilling, since I'm helping them and giving them a hand. In terms of input and outcome ratio, it is fulfilling between me and the person who needs help. It motivates me when I can offer my assistance and knowledge to another individual. The typical inputs in regards to the equity theory and my job are effort, time, hard work, commitment, skill, ability, adaptability, determination, and enthusiasm. The typical outputs are receiving a salary, responsibility, sense of achievement, and recognition. However, my job requires so much responsibility and input, which isn't justified with the salary, I'm slowly becoming unmotivated and lackadaisical during my work day. Due to lack of incentive, the equity theory suggests less than desirable behaviors result, such as reduced productivity, increased breaks, and being unavailable.

4. Resolve felt inequities

a. Felt negative inequity

b. Felt positive inequity

Felt negative inequity is receiving less outcome to inputs compared to another person, which is known as underpayment. In my work, this exists since I feel I receive less than others in proportion to my input, for example, lack of promotion. Felt positive inequity is receiving greater outcomes to inputs compared to another worker, which is known as overpayment. It exists when he or she receives more than other people in the work place. In order to resolve such inequities and restore the balance, I can change my work input by reducing my efforts, or changing the outcome by requesting a raise. Furthermore, I can simply quit and leave the situation, compare myself to another co-worker, or change the inputs and outputs like having another co-worker take on more work. In the end, the ways to balance the situation is change input, change outcome, change outcomes and inputs of others, change perceptions, change reference person or change jobs.