But employees just don

But employees just don - satisfaction and performance;...

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But employees just don't look at their potential rewards, they look at the rewards of others as well.  Inequities occur when people feel that their rewards are inferior to the rewards offered to other  persons sharing the same workloads. Employees who feel they are being treated inequitably may exhibit the following behaviors: Put less effort into their jobs Ask for better treatment and/or rewards Find ways to make their work seem better by comparison Transfer or quit their jobs The equity theory makes a good point: People behave according to their perceptions. What a  manager thinks is irrelevant to an employee because the real issue is the way an employee  perceives his or her situation. Rewards perceived as equitable should have positive results on job 
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Unformatted text preview: satisfaction and performance; those rewards perceived as inequitable may create job dissatisfaction and cause performance problems. Every manager needs to ensure that any negative consequences from equity comparisons are avoided, or at least minimized, when rewards are allocated. Informed managers anticipate perceived negative inequities when especially visible rewards, such as pay increases or promotions, are allocated. Instead of letting equity concerns get out of hand, these managers carefully communicate the intended values of rewards being given, clarify the performance appraisals upon which these rewards are based, and suggest appropriate comparison points....
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This note was uploaded on 11/18/2011 for the course MGMT 4375 taught by Professor Eixmann during the Fall '11 term at Texas State.

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