Motivation Theory Vs. Equity Theory

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Analysis of the results in Figure 1 to 10 shows some understanding of motivation theories. We will first compare both theories and then explain the ERG theory, and finally the equity theory. It can be noted from the response of the survey that motivation factors of employees supported by both theories are somehow depending on which age group you are in. From figure 2, we can see that most of the interviewees (under age 25, age 35-45 and above age 45) are equity theory-based, while more thinking that ERG theory is more important in age group 25-35. Besides, from figure 3, 40% of the respondents (majority), including age group under age 25 and above age 35, agree that unfairness treated by managers will make them dissatisfied, while 30% of them (second priority), mostly in age group 25-35, recognize that absence of personal development on their career paths will make them discontented. This implies that most employees are equity theory-based, except those in age 25-35, which are same as previous. Furthermore, although figure 6 shows that two answers representing on both theories are evenly distributed, we can also know that all participants in age group 25-35 focus on their individual progress plan, which states the importance of personal development or growth needs in their career. However, most in other age groups, especially from age 35 to 45, will rather the offering of same chances, which also states the essence of equity in their career. Next, according to figure 1,

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