Sometimes the comparison takes place in the plane of works of a different nature, where a person subjectively assesses the complexity of labor and payment. The question is with whom the person compares himself - with the employees of his own firm or other firms in the city, the country, or maybe with friends? Adams' theory of justice describes basically the comparison of a person with people of a similar position and type of work. In other words, the employee's motivation depends on how fair he sees his position. Adams' theory of justice shows that everything depends on how satisfied the person is with this comparative analysis. Who is the dearest in the world?Ĭomparing these indicators with yourself and other people doing similar work, a person draws certain conclusions. It also refers to the fact that an employee in a megacity and an employee in a small town may have different pay and conditions.
The employee intuitively understands and accepts the fact that a more experienced and qualified employee should be rewarded with a larger salary. The result is a reward for work, which includes simple elements: monetary reward, bonuses, benefits, social package, etc., as well as elements of higher order: satisfaction from work, the presence of diverse and interesting tasks, the realization of altruistic needs, power And recognition.This includes experience, skill, education and personal characteristics such as initiative, intelligence, agility, communication skills, etc. The contribution is the efforts and skills that the employee applies to the work.To work with the calculation part, it is necessary to concretize the basic concepts with which the justice theory of J. The essence of the concepts of contribution and result Which arises as a reaction to the ratio of the contribution and result of an individual worker in comparison with the contribution and result of other employees. Depending on how satisfied the person is with the result of his observations, he models his behavior in the workplace.Īdams' justice theory briefly demonstrates the main cause-and-effect relationships in employee motivation. In this case, the employee compares similar indicators with other employees, making a conclusion about the fairness of their remuneration. The theory of justice, which he developed by examining the behavior of people and working conditions at one of the US enterprises, "General Electric", is devoted to assessing equity from the perspective of the employee.Īdams' theory of justice says that a person is inclined to compare remuneration for work (result) and efforts that he makes (contribution). The question of the subjective reasons for the desire or unwillingness of a person to work at a certain level was studied by John Stacy Adams. Adams' justice theory is the view of an American psychologist deep into the thinking of a particular worker. It states that in addition to the proportion of the work / reward, there are also external appraisal links in relation to other employees. The justice theory of John Adams describes an interesting look at this issue.
But how to motivate employees to work qualitatively? What determines the unwillingness of a person to do the work with full dedication?
So, a firm or an enterprise is a large system, the effectiveness of which directly depends on the return of each employee. The Management Dictionary covers over 2000 business concepts from 5 categories.As you know, to study the work of the entire system, you need to study its individual elements. The content on MBA Skool has been created for educational & academic purpose only.īrowse the definition and meaning of more similar terms. It has been reviewed & published by the MBA Skool Team.
This article has been researched & authored by the Business Concepts Team. If the employee’s ratio is greater than the referents’ ratio, the employee feels over-rewarded and again, Equity Tension is said to be developed. When the Output-Input ratio is equal to the referents’ ratio, Perfect Equity is said to be developed and the employee feels motivated. If the individual’s output to input ratio is lower than the partner’s ratio, he feels under-rewarded and demotivated. Outcomes: pay, bonus, perks, benefits, praise, reputation, responsibility etc Inputs: time, effort, loyalty, commitment, reliability, integrity, tolerance etc The Individual compares this input-output balance with the other employees in the organization (known as ‘ referents’) The employee seeks a balance between the amount of efforts he pours in (Input) and the kind of compensation he receives (Output). ‘The motivation of an individual is positively correlated to his perception of justice and fair treatment practiced by the management. The equity theory was proposed by a Behavioral Psychologist, John Stacey Adams.