Referent employees other 1 perceived inequity creates

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Unformatted text preview: nal to the magnitude of the perceived inequity the (3) the tension created in the individual will motivate him or (3) her to reduce it her (4) the strength of the motivation to reduce inequity is (4) proportional to the perceived inequity proportional Equity theory suggests that overrewarded individuals Equity might be motivated to increase their performance and underrewarded individuals to decrease their performance in an effort to restore equity. very often,overrewarded employees will find ways to rationalize their overreward; they assume they "deserve" it. their Take-Aways Take-Aways The energy of an organization and its ability to achieve The its goals depends on its members ability to initiate, direct, and persist on behaviors oriented towards achieving organizational goals. This is called motivation. motivation. The most effective way to motivate members of an The organization is to provide rewards they personally value organization Rewards have expectancy, instrumentality, and valence; Rewards expectancy instrumentality and valence Some rewards do not increase motivation, but their absence Some does reduce motivation decisively; does Rewards can be associated with the stages of the life of an Rewards individual, as well as the level of development of a society; individual, Perceived equity is important Motivation is not enough!!! An individual has to be prepared, competent, and has to have available appropriate resources. appropriate...
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This note was uploaded on 09/18/2013 for the course AEM 1200 taught by Professor Perez,p.d. during the Spring '06 term at Cornell University (Engineering School).

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