How Motivate And Retain Your Fellow Employee

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

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).

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

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.

The first video elaborated on equity theory. Equity theory is important for motivation in the workplace. According to the video on equity theory, employees compare outputs;what employees receive from organizations to the inputs; what the employee gives to the company. Inputs can range from time to skills and education. Outputs include throngs like pay, benefits and recognition earned on the job.

First off, equity theory is when people are motivated to excel when they know they are treated with fairness, especially among other coworkers. The quality of fairness can be seen very differently among the employees. They believe equity depends on the quality of someone's work and how known they are. For example, CEO's who earn more money is because they are great at the job ; therefore, they get greater recognition. Some components include inputs and outcomes, along with referents which is the people someone looks at to determine if they are being treated legitimately. Next is expectancy theory, in which employees are motivated to a certain extent depending if they believe the good performance will lead to great rewards. Since not everyone

Some anthropologists even believe that it is cohesive nature of being group animals that contributed to the eventual civilization of humanity. Because we are group animals by nature, it is typical for us to compare ourselves with others. Equity theory is a theory that helps us understand satisfaction in terms of fair or unfair distribution of resources within groups or interpersonal relationships. These resources may be monetary, emotional, intellectual, but center on the issue of how an individual perceives themselves as either under-rewarded or over-rewarded, and the stress this causes that person. Equity theory holds that the actual perception of unfairness is a significant and powerful motivating force within the workplace, and a significant barrier to intimacy in personal relationships. This tends to complicate the manner in which managers interact with employees to find ways (salary, praise, training, education, experience) to allow for the greatest possible productivity, or for interpersonal relationships to actualize (Montana and Chanrov, 2008).

Motivation comes in many forms such as money, benefits, or simple recognition within. Motivation also leads to higher productivity and profit and that is what we are all looking for in business. The key to unlocking peak performance from your work force is the concept of human motivation. In

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

The Equity Theory can be defined as “a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships” (Kinicki & Fugate, 2016, p. 156). In an article written by Al-Zawahreh & Al-Madi (2012), a noteworthy factor about the Equity Theory is that, “The fairness of exchange between employees and employer is not usually perceived by the employees as simply as an economic matter, an element of relative justice is involved” (2012, p. 158). In other words, the topic of equality is bigger than just compensation. The

Workplace motivation is an important and engaging topic that involves everyone regardless of the position someone holds (Smith, 2015). Quality of service is closely related to the employee performance (Lashley, 2001, p.13) which make the ability of an employer to motivate employees is important to the overall success of the organisation

In an organization, motivation involves ensuring the employees perform highly to achieve the organization's desired goals. Several motivational theories have been advanced as to explain workers' attitudes towards motivation. One such theory is Herzberg's motivation-hygiene theory (Bauer & Erdogan, 2015). He posits that there are certain factors in the workplace that cause job satisfaction. These include the advancement of an employee’s career. He believed that workers were no longer just satisfied with the minimum basic salary but aimed to achieve more. Herzberg also found there are certain factors in the company that causes dissatisfaction for the employee. These include supervision, company policies, salaries and work conditions. If a business wants to motivate its employees, it should focus on satisfaction factors (Bauer & Erdogan,

The last theory being reviewed is the Equity theory by John Stacey Adams and according to Newstrom (2014/2015) is based on that employees tend to evaluate equality by comparing the rewards they receive with their contributions and completed goals and also by comparing this ratio with the ratio of other employees. According to Equity theory (2016) this theory shows that individuals appreciate fair treatment and when employees are treated equally than they are motivated to continue to provide the same standard of fairness.

The preliminary step to boost my employee’s attitude and morale is recognition. Respecting each employee as well as equal treatment will heighten morale. In Chapter 12, Adams states that employees are motivated to see fairness in the rewards they expect for task performance. Also mentioned in Chapter 12, I will encourage the Reinforcement Theory. Good behavior, attitude and ideas will be rewarded (positive reinforcement). In order to reward behavior of employees, the goals and quotas needed to be met will be clearly defined.

Motivation is important because even at the most basic level, it costs more to replace staff than to keep them. Staff liked to feel needed and respected and keeping them happy means they 'll stay with you for much longer. The company needs to remind them self’s that even in tough times; they need to keep motivating their staff high on their list of priorities.