Equity Theory and Employee Motivation

In business, the Qualification Team describes the interests of the employee relationship between how well an employee feels that he is treated and how difficult he is interested in working. Peter Drucker, an author of economics, first identified the relationship between property rights and employee focus.

The basic idea behind the Ownership Test is that employees, in an effort to balance what they put into their jobs and what they receive from them, will unconsciously assign value for each of his contributions.

In addition, employees contribute with their experience, their abilities and their abilities, as well as their personal strengths, such as common sense and ambition. Money is, of course, the most encouraging departure of an employee, but it is not the only thing, and in some cases not even the most important factor. Power and rank are also pioneers, such as flexibility, perquisites and diversity.

According to the capital factor, the most interested person who perceives his award is equal to his contribution. If he believes that he is working and rewarding in approximately the same proportion as his peers, he will judge that he is treated properly.

This does not mean that every manager should treat all employees in the same way, because each employee does not recommend his contribution in the same way. For example, flexible working hours can encourage a working mother even more than a wage increase. However, even though wage increases over employees can rejoice most employees, top producers can become less motivated if they feel they are not rewarded for their ambition. Research on employee equity and employee focus has shown that generally rewarded employees will produce more and higher quality, but much less paid employees.


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