The Adams Equity Theory And Evaluating The Goal Setting Theory

In the Case Study "Maple Leaf Shoes, Recruiting," Clark president of the shoe company has to devise a plan within a month to strategically integrate automation in his business to meet the union's demands. He is also concerned with the loss of major stakeholders from foreign competitors and the emerging Indian Shoe Company that produces higher, superior, and unique quality and brand compared to his. Not to mention, Clark has legal issues with the Human Rights Commision pertaining discriminatory practices toward females in the workplace; in which they require him to review and alter job requirement for the supervisory position. With the gravity of the situation, Clark resolved to hire a new Human resource manager, considering his previous one resigned, and his other two employees who handled human resource functions were unavailable. He used the same template when hiring the former manager and made minor changes, and put the new ad on a newspaper without thorough planning. After that, Clark hired Joy to search because he recalls that she runs a temporary help agency. Clark also has a consultant that is writing up a job description but dismissed that idea because it was unnecessary to him.

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

Also, management will examine two laws that must follow during the relationship process, and specify the manner in which each law would help in the relationship building process. Finally, we will evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce, we will outline a strategy for the organization that recognizes affirmative action, and the HR team will include in our plan to migrate both the glass ceiling effect and reverse discrimination within our organization.

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).

* Set performance goals with each employee. These goals focus on the employee’s specific performance on the job, such as his productivity, output, results, competencies, and behaviors. As you set and follow up on these goals you will be helping your employees to see that the performance appraisal is not a once a year activity but instead is a way to measure their success and course correct any shortcomings throughout the year.

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).

This department support businesses when dealing with disciplinary issues in a business such as poor time keeping or poor performance towards colleagues or business. This business deals with issues professionally and is responsible for recruitment and selection of candidates for specific role. This department provides training and induction programmes for new employees.

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

Imogene King was born in 1921in Iowa. Growing up, she dreamed of being a teacher but began nursing school to escape her small town life. She graduated with a diploma in nursing in 1945, then three years later earned a Bachelor of Science in Nursing Education and worked as medical-surgical instructor and an assistant director at St. John’s School of Nursing until 1958, fulfilling her lifelong dream of being a teacher wither nursing career. She went on to earn a Master of Science in Nursing in 1957 and a doctorate in education in 1961 (Imogene King, 2011). King then became an associate professor at Loyola University in Chicago and formed a master’s degree program that was based on her nursing concepts, which later became the framework for her theory.

This course prepares human resource managers to comply with human resource laws and regulations across all jurisdictions. Students learn how to manage human resource functions within a regulatory

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

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.

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.

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

Resolving the tension between a traditional administrative and a new strategic role. Human resource management , 36(1), 49-58.