Disadvantages Of Job Evaluation

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).

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).

equity: to deal with absolutely everyone at work in an honest way in step with their person wishes. diversity: to value individual differences in the

Adams was a workplace and behavior psychologist who pushed the ideas of the Equity Theory onto employees. Equity Theory works to explain the importance of keeping equity between the contributions that an employee brings to a job and the benefits that the employee receives. According to www.MindTools.com, “Much like many of the more prevalent theories of motivation (such as Maslow 's Hierarchy of Needs and Herzberg 's Two-Factor Theory), Adams ' Equity Theory acknowledges that subtle and variable factors affect an employee 's assessment and perception of their relationship with their work and their employer.” Adams’ findings also point out that employees will take into consideration how others are being rewarded in the workplace and then compare it to their own rewards. If things do not feel equal for an employee, motivation is very likely to dwindle for the employee in spite of the unfairness.

Equity is being fair and impartial in dealing with people in anything. Example of equity is as a manager you need to be fair to all workers in your dealings as to work schedules.

Functional job evaluation is a technique which is most helpful in gaining the most qualified candidates. This method can also assists various people who are not as well suited for the job or who needs to make improvements in certain areas.

The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and professionalism are a few examples of how the system is flawed. The individual completing the application often has many tasks that supersedes taking the appropriate time necessary to accurately keep notations of an employee's performance throughout the year. The lack of time leads to an employee receiving a performance review on the most recent accounts of his or her job performance instead of his or her performance throughout the entire year. Lack of professionalism can also hurt the appraisal process. An employee should be rated by his or her job duties instead of the personal opinion or feelings the manager or supervisor completing the form. All

After evaluating our workplace in terms of equality and inclusion, the next stage would be to decide upon the action we will take to address gaps and shortfalls in systems and processes and produce a report. We would set out the key changes we would like to make as a result of our evaluation. The report would contain detailed recommendations and proposed changes or policy reforms. It would also detail how improvements will be made and a timescale for any proposed changes to take place would be agreed. All team members would be aware of their own role and responsibilities regarding the implementations of the plan. We would need to priorities changes to help us decide where to

Walmart should develop a strategy for employee compensation, benefits, and programs to support, recognize, and respect the employees of the company. The workers should feel like they’re appreciated for their hard work and rewarded for their work performance.

The equity of treatment is not the same, because if it was then males and females who do the same job would have the same wage. If one does make more it should be on quality of work and not gender. In school we were taught that everyone is equal and everyone belongs, I believe in what I was taught about equity, inclusion, and diversity. They say that diversity is a good thing which it is, but then why do people get discriminated for being different. In today's society we teach kids that everyone belongs, everyone is an equal, and that our differences are what make us unique. If that's what we are taught then why do we bully each other for not being the same and bully each other for being the same. My view on equity is that everything should be fair, but in reality nothing is fair. My view on inclusion is that everyone should be included, however that is not the case. Finally my view on diversity is that it makes you who you are, that is how you are different from everyone else. Today that is what society is leaning towards, colleges want to know what makes you different, and how you set yourself aside from everyone

The equity theory conceived by J. Stacy Adams is based premise that "people gauge the fairness of their work outcomes relative to others, any perceived inequity is a motivating state of mind" (Schermerhorn, Hunt, and Osborn, 2005, p.10, chpt.6). This theory when applied to a sales force would not be the best method to motivate this employee group as to what is deemed fair by a team leader could be perceived as unfair by the

As previously mentioned, Wal-Mart is an example of a top-performing organization in the United States that draws candidates from the labor market. Generally, the main objective of Wal-Mart’s employee selection strategy and process is to show consistency, enhance efficiency, and ensure adherence with the law regardless of the location of its stores. Some of the

Wendy: Every end of year, we have the evaluation about the working performance, working effect and the ability of solve the problems, the evaluation is according to a specific standard which include self-evaluation and superior evaluation, it is surely that related to the salary, bonus and promotion, but also have some individual color.

Performance management has been the one of the main issues for Wal-Mart associates and critics alike. The issue has come about the large and diverse pool of associates within Wal-Mart. There are a large of stores within the United States and they have a large amount of employees (an estimated 1.3 million in-store). The different types of qualifications for pay and benefits is in need of a makeover. Wal-Mart knows that it need to start a well detailed comprised list of options for its employees. Under the Career / Benefits section of its website, the company