The Pros And Cons Of Maslow's Theory

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).

an alternative definition of equity that calls for equal burdens across racial and ethnic groups within

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

Watching the documentary Inequality for all by Robert Reich has really opened my eyes on how Economic fairness is becoming “the defining issue of our time”. The United States may be the richest country, but “out of all the developed nations today the United

Although equality and equity are not the same, the concepts are intimately related. With the absence of a single accepted definition of equity, there is general agreement that equity implies quality. The measurement of inequality pertains to statistical variation. Equity on the other hand requires normative judgements based on moral theories. Inequality in consumption means that different people receive different

or fairness within the social, political, and economic perspectives. Equity forms the core value of both

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.

Equality and equity, as it relates to economics, refers to the allocation of resources to

Within the internal working of any company, there are several key organizational expectations which have to be covered in order to create a suitable environment where all the employees and the employers can work effectively. Some of these are so essential that without them the whole company would fall apart. To consider these expectations let us look at some of them:

Other affecting factors include things such as labor laws, labor unions, internal equity, and organizational culture and structure. Furthermore, job evaluation is the process of assessing the value of each job in relation to other jobs in the organization. Therefore, the use of job evaluation creates internal equity among jobs. Thus, internal equity ensures that individual employees perceive that their position is treated fairly within a pay program in relation to other jobs in the organization. External factors exist and influence an organization's compensation strategy in the manner in which, when your organization's pay practices are similar to the practices of other organization competing for the same talent is known to be competitive or externally equitable. Equally important, when looking at external equity our focus moves from an administrative value system to an economic one (Bernardin & Russell, 2013). The primary instrument utilized for evaluating external equity is salary surveys. In most cases, many organizations survey benchmark positions. Likewise, benchmarks are well known jobs with many officeholders that are strategically important and are structured in such a way that one would expect to find them in the general

understanding of equity, but more along the lines of using it as an authority. To be clear, equity

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

Abraham Maslow’s theory of the hierarchy of needs is an arrangement of the innate needs that motivate behavior, from the strongest needs at the bottom to the weakest needs at the top. Maslow’s hierarchy of needs has five levels. The bottom level is Psychological in which you worry about getting enough food, sex, sleep,homeostasis, breathing, water, and excretion. The second bottom level is Safety in which you mostly need safety of house, employment, body, morality, family, health, resources, and property. The middle level is love/belonging in which you need friendship, family, and sexual intimacy. The second top level is esteem in which you need self-esteem, confidence, achievement, respect of others, and respect by others. The top most level is self actualization in which you need morality, creativity, spontaneity, problem solving, lack of prejudice, and acceptance of facts. Self-actualization is the fullest realization of a person’s potential. As you move up in the hierarchy, the needs become more human and less basic.

Managers these days continue to have human resource issues because they continue to exercise the power of position. Managers that manage their staff this way usually do not get the most out of their employees. Employees do not want to feel inferior towards their boss. They understand they are not exactly equal, since the boss is the boss. Employees want and need the same respect from their boss, as their boss wants from them.

From time immemorial, organizations were established to accomplish certain objectives. The functions of manager in the attainment of set goals cannot be underestimated with the increased complexity of the society and increasing size of organizations, manger’s decision can have a far reaching impact on the society.