Equity Theory & the Pay of Women vs. Men

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Equity Theory & The Pay of Women Vs. Men Background: Equity Theory as stated in our book “is a theory of motivation that concentrates on people’s perceptions of the fairness of their work outcomes in relative to, or in proportion to, their work inputs” (George & Jones, 2011). The Equity theory was founded in the 1960s by J. Stacy Adams who as our book states “stressed that what is important in determining motivation is the relative rather than the absolute levels of outcomes a person receives and inputs a person contributes” (George & Jones, 2011). Equity is when someone sees his or her outcome-input equal to another’s. Inequity is when two people perform and produce the same amount of work but the compensation or recognition is not the same. There are two forms of inequity, underpayment inequity which exists when someone’s outcome-input is less than that of someone else (George & Jones, 2011). Overpayment inequity exists when someone’s outcome-input is more than that of another person (George & Jones, 2011). This could be seen in the form of financial compensation for thus output compared to that of another doing the same work but getting different pay. We see this in the inequity of pay between men and women. As stated by Sportelli “the gender gap separates women from their male peers in the workplace, salary, and self-esteem (Sportelli, 2014). If this persists a company could see adverse effects that can suffer from eventual lack of output/productivity. If one does not feel as though they are being treated or paid fairly like other co-workers then they become less motivated to work. Equity theory deals with the input and the outcome as well as the human motives. If one feels as though things are equal among other co-workers then there tends to be more unity within a work area. If there is in-equality than a person tends to change their behaviors

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