Retrospective scale: Ch 17 (ACCN1 gene; rs p=×10 −6: Small sample size: Chen et al. discovery ( R, NR) and replication (50 R, 50 NR) Retrospective scale; inter-rater reliability reported: Ch 3 (GADL1 gene; rs, rs) p=×10 −49 in combined sample: The associated variant not present in Caucasians What is self-injury? Nonsuicidal self-injury (NSSI) is the deliberate, self-inflicted destruction of body tissue resulting in immediate damage, without suicidal intent and for purposes not culturally blogger.com-injury can include a variety of behaviors but is most commonly associated with: intentional carving or cutting of the skin Equity Theory can be broken down into four basic propositions (Huseman, Hatfield, & Miles, ). 1. Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratio of others (Huseman, et. al., ). For example, an individual may not perceive he is being treated fairly when he works 40 hours per week (input) and
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Equity Theory proposes that a person's motivation is based on what he or she considers to be fair when compared to others Redmond, When applied to the workplace, Equity Theory focuses on an employee's work-compensation relationship or "exchange relationship" as well as that employee's attempt to minimize any sense of unfairness that might result. Stacey Adams, recognized that motivation can be affected through an individual's perception of fair treatment in social exchanges.
When compared to other people, individuals want to be compensated fairly for their contributions the outcomes they experience match their input s. A person's beliefs in regards to what is fair and what is unfair can affect their motivation, attitudes, and behaviors.
Equity Theory helps explain how highly paid union workers can go on strike when no one else seems to understand why. In the same way, well paid athletes feel they are not fairly compensated compared to their peers. Equity Theory shows that one's perception is relative to their own reality.
Equity Equations. Negative Also known as Underpayment. Positive Also known as Overpayment. Anything of value that a person brings to a job.
experience, education, skills, characteristics, motivation etc. Redmond, Benefits that a person is awarded from a job, dissertation self efficacy scale. The ratio of perceived units of input compared to perceived units of outcomes Redmond, A giver, more willing to acc ept less rewards, contribute more inputs than the outcomes they are receiving Huseman, et.
A person who must have an equity balance or else they will experience a stressor until they rebalance Huseman, et. A person who feels they are worth the extra compensation, therefore are more willing to accept overpayment Huseman, et. Outcomes are spread evenly and fairly throughout an organization Stecher and Rosse, Sweeney and McFarlin found that this type of justice was more important for men than women. Sweeney and McFarlin found this type of justice to be more important for women than for men.
Also known as negative inequity. This occurs when the ratio of one's own inputs and outcomes is greater than or less than favorable than the ratio of a comparison other, dissertation self efficacy scale, creating a sense of unfairness. Also known as positive inequity. This occurs when the ratio of one's own inputs and outcomes is lower than or more favorable than the ratio of a comparison other, causing a person to feel overcompensated.
Equity vs. Expectancy Theory- What is the relationship? When discussing the equity theory, it is important to distinguish between equity th eory of motivation and expectancy theory, as both thesis are often interlinked.
The expectancy theory emphasizes that people will be motivated when they believe their efforts will lead to the outcome they desire. Both the expectancy theory and equity theory represent a cognitive approach to motivation and describe how people will adjust themselves motivation when they perceive their efforts may obtain outcomes that are consistent with their expectations. In both instances, we are dealing with individuals being motivated when they perceive their efforts will lead to the reward they expect; such as money or recognition.
In both cases, we look at t he valence of rewards- if employees do not perceive their efforts will pay off effort —reward relationshipthey will be less inclined to alter their behavior, dissertation self efficacy scale.
It also looks at ways to reduce inequity by such means as employees changing their inputs to a level that matches their outcomes and attempting to change their outcomes to a level that matches their inputs. Below we will look at how the equity theory deals with the outcome-to-input ratio.
Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratio of others Huseman, et.
If the comparative ratios are perceived by the individual to be unequal, then inequity exists Huseman, et. For example, if someone feels they are putting in more effort or working harder than a co-worker, yet they earn equal or less compensation, their perceived ratios will be different and that person will experience underpayment inequity. In contrast, overpayment inequity tips the scales in the other direction.
For example, someone will feel they are being paid too much considering their work, when compared to the work and compensation of a co-worker. This can cause feelings of guilt and the ratios used for comparison are based upon the perception of an individual, and not an objective measure of inputs and outcomes.
The choice of a comparison other is subjective selection of the individual. As the difference in inequity increases, the tension and distress felt by an individual will increase Huseman, et.
Smaller differences of inequity are more tolerable than significant differences of inequity. Not every person will experience equity or inequity in the same way because people have varying tolerance levels or sensitivity to perceived situations of inequity. Three types of individuals have been identified along an equity sensitivity spectrum: benevolents, equity sensitives, and entitleds.
Benevolents are more tolerant of under-reward, dissertation self efficacy scale, comfortable with giving more and getting less. Equity sensitives follow the norm of equity theory and prefer their ratios to be equal to their comparison other, dissertation self efficacy scale. Entitleds prefer to be in over-reward situations and are comfortable when they ration exceeds their comparison other Huseman, et.
Entitleds frequently have the attitude that the world owes them a favor, so they will freely accept and seek over-reward situations. The greater tension an individual feels due to perceived inequity, the harder they will work to decrease their tension and increase perceived levels of equity Huseman, et. Most individuals will attempt to achieve equity by adjusting their own inputs and outcomes, or attempting to change the inputs or dissertation self efficacy scale of the comparison other.
Individuals can use behavioral processes or cognitive processes in order to attempt to restore equity. The means of reducing inequity will vary depending on the situation and will not all be equally satisfying to an individual Adams, When an individual experiences tension due to perceived inequity they will work to reduce that tension Adams, The greater the tension they experience, the more effort they will put into reducing it Adams, There are two main processes an individual can use to restore equity: behavioral processes and cognitive processes.
These behaviors can be positive, such as being more productive at work, or negative, such as decreased productivity at work. Behavioral ways to reduce inequity are dependent on whether the individual perceives the inequity as under-reward or dissertation self efficacy scale. If they feel under-rewarded, they will decrease their inputs.
If they feel over-rewarded, they will increase their inputs, dissertation self efficacy scale. Another cognitive process alternative would be to choose a different comparative other, dissertation self efficacy scale. The elementary principal could select other elementary school principals in the same district.
For example, an employee who feels underpaid at work compared to his co-workers under-reward might start taking longer breaks which decreases productivity reduced input. By decreasing inputs, the perception of equity is restored. Conversely, an employee who feels overpaid compared to co-workers over-reward might choose to start working through the lunch hour increased input.
Dissertation self efficacy scale both of these examples, the employee was dissatisfied with their perceived inequity and reduced or increased their input to achieve equity. Even though the employee might ethically disagree with stealing, the employee justifies the action based upon the need to restore equity. An employee can also take more dissertation self efficacy scale action to increase inputs, such as lobbying for a wage increase or extra time off. On the other hand, an employee that perceives inequity due to a large holiday bonus over-reward might donate toys to the company daycare center reduced outcome, dissertation self efficacy scale.
This restores the perception of equity in the workplace. Behavioral approaches can also cause an individual to attempt to change the input or outcome of their comparative other. A group of employees might perceive that a co-worker is over-rewarded, so they might pressure their co-worker to work faster or improve quality. Conversely, an employee or group of employees might pressure a co-worker to slow down or dissertation self efficacy scale less.
Cognitive processes involve developing justifications for the inequity to make it seem equitable, dissertation self efficacy scale, distorting perceptions of inputs and outcomes, changing the comparative other, or any other method that attempts to re-frame the perception of the situation.
For example, a principal at an elementary school may perceive inequity because the high school principal earns more income and benefits even though they work in the same school district and have the same occupation. The principal could choose to engage cognitive processes to restore equity instead of behavioral processes. The principal could justify that the high school principal has more credentials or manages a larger number of teachers, dissertation self efficacy scale.
In this way, no actual change of inputs or outcomes occur but the elementary school principal justified changes in the perception of inputs. Distort one's own inputs or outcomes e. Distort the inputs or outcomes of others e. Change the comparison others Raja, The longer a person has had their comparison other the harder it is to change. Here is a step by step video to further illuminate these concepts Alanis Business Academy, :. It is important to note that behavioral options in reducing inequity could involve risks.
Many times employees find themselves avoiding these options because pursuing one of them and failing could be detrimental to the level of future rewards.
As a result, the individual may end up feeling worse than before. Often employees decide to restore equity through mental processes instead cognitively. Altering your thought dissertation self efficacy scale is not perceived as the easier option; but it produces a minimal risk factor in comparison to changing your behavior Redmond Employers need to remember that employees can value different outcomes.
For example, dissertation self efficacy scale, younger employees tend to value more pay Miles, et. If an employee receives a higher salary than their co-worker they could still develop a perception of inequity if that co-worker has a flexible schedule, and that type of schedule is more valuable to them than extra salary.
To combat this problem employers can implement two strategies. First, they could continually request feedback from employees to determine what they value and how they would prefer to be compensated. A second strategy is to offer a choice in benefits. For example, one employee might want to use a health flexible spending account while another employee might prefer to have dissertation self efficacy scale dependent care flexible spending account.
Employers can offer choices on health or dental insurance as well as other choices among benefits. This type of plan, called a cafeteria style, allows employees to select outcomes that they value most. Dissertation self efficacy scale can help prevent perceptions of inequity because each employee has the outcomes that they value the highest.
Self Efficacy
, time: 7:075. Equity Theory - PSYCH Work Attitudes and Job Motivation - Confluence
Retrospective scale: Ch 17 (ACCN1 gene; rs p=×10 −6: Small sample size: Chen et al. discovery ( R, NR) and replication (50 R, 50 NR) Retrospective scale; inter-rater reliability reported: Ch 3 (GADL1 gene; rs, rs) p=×10 −49 in combined sample: The associated variant not present in Caucasians J.A. Schmidt, in International Encyclopedia of Education (Third Edition), Looking Back, Looking Ahead. An examination of students’ educational experience from the perspective of flow theory is informative to both researchers and educators in that it helps us understand the personal and situational factors that promote students’ deep engagement in learning Equity Theory can be broken down into four basic propositions (Huseman, Hatfield, & Miles, ). 1. Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratio of others (Huseman, et. al., ). For example, an individual may not perceive he is being treated fairly when he works 40 hours per week (input) and
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