Case Study : It Isn 't Fair '

The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are

Rather, Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or her reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation”(Balancing Employee Inputs and Outputs).

3. “He has monopolized nearly all profitable employments and from those she is permitted to follow, she receives but a scanty remuneration. . .”

In a time, full of child labor and cruel treatment, an opportunity to live better appears, and one thirteen-year-old should seize it. Lyddie, by Katherine Paterson, is about a thirteen-year-old farm girl named Lyddie who is in 1800s Vermont. She and her brother are sold to work to pay her farm’s debts. Lyddie goes to Massachusetts to work at the mills and looms, where she is treated unfairly. One day, she hears about a petition circulating for better working conditions and is torn on signing it.

Adam’s Equity Theory is a model of motivation which basically states that employees will perform at a more productive rate if they feel that they are being treated fairly (Kreitner & Kinicki, 2010). Equity is achieved when a worker perceives their reward for their amount of work to be equal to that of a relevant worker. Negative inequity is perceived by the employee when the relevant worker receives greater rewards for the same amount of work. Positive inequity is perceived by the employee when the relevant worker receives fewer rewards for the same amount of work (Kreitner & Kinicki, 2010).

Businesses are continuously growing over time as technology advances and people find better and more efficient ways of production. With the expansion of a business, companies need more laborers and workers to help make their company successful. However, instead of hiring more people, business owners forced workers to work long shifts with very minimal pay. While muckrakers brought much attention to

Employers took advantage of women as the women’s main concern was to survive low salaries and diabolic working conditions; advancement in career had no significance for them as their limited poor educational background lessened their chances of progress in most domains of their work. Clearly they took this job purely from the need to feed their families. Their lack of education and the dominance of men in the workforce gave them little choice other than to accept these manual, simple almost degrading types of jobs. Women could not afford to complain or create any

Women are believed to have greater manual dexterity than men and they are therefore preferred by companies who want to maximize their production. Women who are hired for their supposed superiority to men when it comes to manual dexterity, a trade essential to a maquiladora worker, are ironically paid much less despite their valued trait. It is clear that the degree to which the women are devalued is far greater than the degree to which their ability and production is valued. Women's bodies are being exploited in factories where they are being paid ridiculously low wages based on a cultural belief that men superior to women, that women belong in the household and that men belong in the workplace. They are then paid significantly less partly to reinforce this ideal—to keep men as the leaders of the household--and partly in order to reinforce the stereotypes about the submissive and inferior nature of women.

Courtney Munna, a graduate of the prestigious New York University, has found herself $100,000 in debt at age twenty six. The photographer’s assistant has a degree in Religion and Women’s Studies, a program in which the cost is high, yet the value is not. Virtually no career paths exist that would compensate for Munna’s major investment. Munna’s education costs her $700 a month, and she states her regrets of the overpriced degree, “I don't want to spend the rest of my life slaving away to pay for an education I got for four years and would happily give back." While Munna’s sizeable loss can be attributed to her poor choice in degree, the all-encompassing trouble lies in the increasing need for student

The term compensation refers to all forms of financial returns and tangible benefits that employees receive in exchange for their time, talents, efforts, performance, and results (Bernardin & Russell, 2013) Presumably, employees are motivated by the compensation they receive in all combinations to include their benefits packages. Naturally, employees want to be able to take care of their family to include having good medical coverage and other related benefits. Equity is said to occur when a person perceives that the ratio of his outcomes to his inputs is equal to other’s outcome/input ratio (Salvendy, 1976). Of course, employees want more money, and companies want more work out of each employee. With the cost of benefits like health insurance continuing to rise, companies have to take the higher cost of benefits into consideration when implementing pay

At the turn of the twentieth century, a bourgeoisie fixation on capitalistic structures and mass consumerism often juxtaposed the call for meritocracy, thus placing some individuals at an advantage over others. Tension was soon evident between the beneficiaries and the exploited of the gilded economy. This push and pull relationship can best be observed in the 1908 Supreme Court case, Muller v. Oregon, in which the owner of a Portland Laundromat violated state legislation that disallowed women from working more than ten hours a day. Siding with the needs of the laborer, the Supreme Court overruled Muller’s claim for freedom of contract and right to property (Gagnon Lecture, 01/26/15). While many argue that this decision devalues the relationship between employee and employer as well as undermines an individual’s inalienable rights to life, liberty and property at the hands of another, there is an underlying, and perhaps even larger issue at hand. The ruling of the case indicates that judiciary actions taken only reinforce gender formations- once again attacking the plea for equal opportunity. Because of this alarming backlash in societal equity, the Supreme Court’s decision should be deemed unjust. Although the case recognizes the significance of employee rights in the workforce, the decision is restricted to the sole protection of female workers and only

The main reason so many people have become aware of the unjust system is because of the laws that have been imposed in certain districts. As if the registries are not open to the public, some governments seek more ways to broadcast a person's registry. A judge in a small town of Texas, ruled that sex offenders must post warning signs in the front yard of their homes reading "Danger! Registered Sex Offender Lives Here!" Not only did the judge expect these to be put on their yards but placed on their cars as well. Judge J. Manuel Bañales argued his case because although in Texas the registry is in the newspapers and online he says many people do not look at these. People against Bañales disagreed and said that if the people of the neighborhood

Consequently, this has potential implications for the investment on the next generation; if parents view daughters as less likely to earn market wages or take paid work, they may be less inclined to invest in their education, which is woman’s fastest route out of poverty. Also, in a job market dominated by men who monopolize the most important positions, the male faction generally retains the opportunities for success, for advancement or for higher wages. In fact, a recent class action lawsuit filed on behalf of 1.6 million women employed by Wal-Mart stores alleges the retailer’s sexual discrimination has led to women losing out on pay, promotions and other advances; women are paid less than men in every department of the store. According to the study named in the lawsuit, two-thirds of Wal-Mart’s employees are female and less than one-third of its managers are female Until recently, social development, by design has guaranteed women limited growth in the employment ranks by the standard curriculum path recommended for the female gender; typical high school and junior colleges required home economics and other domestic-related courses to be completed by female students. Thus, the woman high school or junior college graduate enters the world without adequate training to compete in the business world beyond basic trade or “blue collar” worker positions.

As of the past 3 decades, women have shown a commendable progress in the workplace. For instance, the average weekly earnings for women was 62.1 % that of men in the year 1970. The raw pay difference decreased from 37.9 % to 21.5 % by the year 2007. Despite the progress, the raw wage difference has continually been used to further public policy agendas without offering an explanation behind the difference (An Analysis of Reasons for the Disparity in Wages between Men and Women, 2009). This essay discusses a case of Ledbetter vs the Goodyear Tire and Rubber Company where Lilly Ledbetter, the only female production supervisor at Goodyear Tire and Rubber Company’s plant in Gadsent, had worked for over

In Lynda’s case, she is upset with the reward that she get after her sales. She always uses all of her effort in every case but still, she doesn’t get as much reward as her expectation. According to the equity theory, Lynda’s feel under reward because even in the previous quarter that her sales met quota but she didn’t get any extoller from her boss. For the expectancy of motivation, Lynda has high in E-to-P expectancy and P-to-O expectancy. She put all of her effort in order to get a high performance also high performance will lead to high outcome. However, her outcome valances are low because of external factors likes bad economic etc. In order to motivate Lynda, the first thing is to give her some admire because she feel slight that her hard work doesn’t get any admiration. Mark may also can make she feel comfortable about her sales that didn’t met quota because of external factors. The second thing that Mark need is to make her schedule more flexible in order to give her a free time with her family during weekend.