BU288 Lecture Notes - Lecture 9: Job Design, Job Performance
Document Summary
Equity theory: definition of equity, equity = acceptable ratio of inputs to outputs (cid:1866)(cid:1868)(cid:1873)(cid:1872)(cid:1871) =(cid:1872) (cid:1870) (cid:1871) (cid:1873)(cid:1872)(cid:1867)(cid:1865) (cid:1873)(cid:1872)(cid:1867)(cid:1865)(cid:1871) (cid:1872) (cid:1870) (cid:1871) (cid:1866)(cid:1868)(cid:1873)(cid:1872)(cid:1871) People are motivated to align their ratios with some standard, usually what other people are doing: responses to inequity, behavioral responses, cognitive responses. Forms of organizational justice: distributive justice: perceived fairness defined in terms of the outcomes people receive in social relationships. Procedural justice: perceived fairness of the way/process allocation decisions are made. Interactional justice: perceived fairness of the treatment received during the decision-making process. Individuals are motivated to maintain an equitable exchange relationship: when perceiving inequity, behavioral reactions, cognitive reactions, according to equity theory, if employees perceive an inequality, they are motivated to restore equity. This can be accomplished through any of the following: try to get their own outcomes increased, decrease their own outputs, atte(cid:373)pt to get cathy"s outco(cid:373)es decreased, atte(cid:373)pt to have cathy"s i(cid:374)puts i(cid:374)creased. Fi(cid:374)d a(cid:374)other (cid:862)releva(cid:374)t other(cid:863) to use as a co(cid:373)pariso(cid:374)
