Equity Theory :
John Stacey Adams, a workplace and behavioural psychologist, put forward his Equity Theory on job motivation in 1963.
Equity theory is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity Theory calls for a fair balance to be struck between an employee's inputs, such as hard work and effort, and an employee's outputs, such as salary and benefits. According to this theory finding the fair balance of the employees inputs and outputs serves to ensure a strong and productive relationship with the employee as well as having satisfied motivated employees.
See more information at: http://www.mindtools.com/pages/article/newLDR_96.htm
Inequity Theory :
Inequity theory exists when a worker's outcome or input ratio is not equal to referent.
There are two aspects to inequity there is 'under payment inequity this is when the ratio is less than the referent. In this case the worker may feel like they are not getting the outcomes and that they should give inputs. There is also 'over payment inequity' this is when the ratio is higher than the referent. The worker feels as though they are getting more outcomes than they should give inputs. If there is an unequal balance of inputs and outputs, this could cause employees to be unhappy with their workplace, there for leading to voluntary termination and unmotivated employees.
Learning Theory:
Learning theories are frameworks describing how information can be absorbed, processed and retained during the learning period. Cognitive, emotional and environmental influences, as well as prior experience all play a part in the level of understanding, or a world view, is acquired or changed and the knowledge and skills retained. It is said that behaviourists look at learning as an aspect of conditioning and will advocate a system of rewards and targets in education systems. There are several steps to applying the learning theory, one of them is to be a model of what you would like your employee to be. Model the position and how the work should be done and soon the employee should do as what is shown or seen. The next step is to encourage the employee to imitate your behaviour, so after you have modelled the position get them to step in and see if what they do is similar to what has been shown. After this step it is important to observe the employee and make sure that they are doing what has been shown, if they do a step wrong and repeat that step, after a while they will have a habit to break and that may cause unhappiness in the workplace
See more information about the learning theory here: http://www.jcu.edu.au/wiledpack/modules/fsl/JCU_090463.html
John Stacey Adams, a workplace and behavioural psychologist, put forward his Equity Theory on job motivation in 1963.
Equity theory is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity Theory calls for a fair balance to be struck between an employee's inputs, such as hard work and effort, and an employee's outputs, such as salary and benefits. According to this theory finding the fair balance of the employees inputs and outputs serves to ensure a strong and productive relationship with the employee as well as having satisfied motivated employees.
See more information at: http://www.mindtools.com/pages/article/newLDR_96.htm
Inequity Theory :
Inequity theory exists when a worker's outcome or input ratio is not equal to referent.
There are two aspects to inequity there is 'under payment inequity this is when the ratio is less than the referent. In this case the worker may feel like they are not getting the outcomes and that they should give inputs. There is also 'over payment inequity' this is when the ratio is higher than the referent. The worker feels as though they are getting more outcomes than they should give inputs. If there is an unequal balance of inputs and outputs, this could cause employees to be unhappy with their workplace, there for leading to voluntary termination and unmotivated employees.
Learning Theory:
Learning theories are frameworks describing how information can be absorbed, processed and retained during the learning period. Cognitive, emotional and environmental influences, as well as prior experience all play a part in the level of understanding, or a world view, is acquired or changed and the knowledge and skills retained. It is said that behaviourists look at learning as an aspect of conditioning and will advocate a system of rewards and targets in education systems. There are several steps to applying the learning theory, one of them is to be a model of what you would like your employee to be. Model the position and how the work should be done and soon the employee should do as what is shown or seen. The next step is to encourage the employee to imitate your behaviour, so after you have modelled the position get them to step in and see if what they do is similar to what has been shown. After this step it is important to observe the employee and make sure that they are doing what has been shown, if they do a step wrong and repeat that step, after a while they will have a habit to break and that may cause unhappiness in the workplace
See more information about the learning theory here: http://www.jcu.edu.au/wiledpack/modules/fsl/JCU_090463.html