Student :: essays research papers

Group All-Stars law schemeProcess theory is a commonly used form of scientific research study in which events or occurrences be said to be the result of certain input conjures leading to a certain matter stat, following a set process. Process theory holds that of an outcome is to be duplicated, so too must the process which originally created it, and that there are certain constant necessary conditions for the outcomes to be reached. When the phrase is used in connection with human motivation, process theory attempts to explain the mechanism by which human needs changes. Equity theory falls into the process theory. tail Stacey Adams, workplace and behavioral psychologist, put forward his Equity Theory on job motivation in 1963. there are likeities with Charles Handys extension and variation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and inconsistent factors affect each persons ass essment and perception of their relationship with their work, and thereby their employer. sense and cognizance feature more strongly than in earlier models, as does the influence of colleagues and friends, etc, in forming cognizance, and in this particular model, a sense of what is pretty and reasonable.     Equity or inequity is a psychological state residing within an individual. It creates a feeling of dissonance that the individual attempts to resolve in some manner. The notion of "equity" is associated with justice and fairness. The individual fundamentally believes that they are being treated fairly in comparison to what they see others receiving.      Equity is a social comparison process, resulting when individuals equality their tolerate to the pay of others. There is no "rational" or single "equitable pay commit" for any given job or individual. Equity is a essential evaluation, not an objective one. Base d on the comparison that individuals use, each individual is likely to develop different perceptions of equity.       The comparisons individuals use tend to fall into cardinal classes of comparison 1.     Job Equity- Individuals compare their pay to the pay of other individuals in the same position they hold within their organization.2.     Company Equity- Individuals compare their pay to the pay of other individuals holding the different positions within their organization. 3.     Occupational (Market) Equity- Individuals compare their pay to the pay of other individuals holding the same position in other4.     Cohort Equity- Individuals compare their pay to the pay of others in similar cohort groups, generally age and education.