One is that people see themselves as identical if there is 'a minimal psychological separation or distinction between them. Stacey's theoretical foundation is based on two social dimensions. In essence, Equity Theory seems to help level the proverbial playing field by accounting for these differences in assessing contributions to the organization. Such a theory also may help overcome major visible differences among members, such as with respect to education, training, age, stature, and so forth. Equity Theory takes these observations to a more sophisticated domain by comparing one organizational member to another and using that to motivate them not as a competitive device but one that is designed to make each member feel valued and treated as any other member. Sense of self worth, and recognition by others rank high in value. There also is a comparison to Maslow's hierarchy of needs, where self esteem. Д®quity Theory is somewhat like Charles Handy's Motivation Calculus, in that what a person's individual efforts in an organization will achieve. The scale is not accidental and similar to that seen in depictions of how truth and fairness have been balanced since the time when Goddess Maat was worshiped in Egypt (ca. There must be recognition not only of the worth of the individual but the diversity of individuals, each being able to contribute in different capacities. This includes everything from proscriptions against murder all the way down through providing citizens with health care and education, and so on down to the smallest organizational level, as in how a leader assesses a member's contribution. If human life is considered as valuable, then this thinking should permeate all the ethical systems that flow from this ethos. Immanuel Kant, the early 19th century philosopher, would say that a leader using Equity Theory is doing what should be universalized by treating everyone fairly.ДЄbove ethics one must think of an ethos, or what ultimately is valuable in life. Justice is distributive, as John Rawls the modern ethicist would say. Here, Equity theory is in line with a 'golden rule' type of thinking, do unto others. In fact, one might classify this theory also under ethical theories of leadership. This 'equity theory' at least addresses a more philosophical concern of a leader - the issue of fairness. Equity Theory posits that if the person perceives that there is inequality, where either their output/input ratio is less than or greater than what they perceive as the output/input ratio of the other person in the relationship, then the person is likely to be distressed. During a social exchange, an individual assesses the ratio of what is output from the relationship to what is input in the relationship, and also the ratio of what the other person in the relationship outputs from the relationship to what is input into the relationship. In Adams' words: Equity Theory focuses upon a person's perceptions of fairness with respect to a relationship. A leader then can approach both and say that they are providing equivalent value to the organization from and Equity theory perspective. However, if each is outputting in accordance to their capacity, then, there is equal value. So, person A may output 1,000 units of something a day but may be a brute, while B may output only 300 units a day but be below average in strength and stature. There is no absolute comparison in terms of quantity but rather 'from each according to her/his ability to each according to her/his net contribution. However, it may be seen as one among many and partially explanatory.Д®quity Theory essentially is a calculus in determining a member's net contributions to an organization and using that to compare with other members in order to put everyone on an equal footing in terms of worth. As with all theories, one cannot rely on this one as the sole reason why a leader wants to lead.Equity calculi can be manipulated by leaders who favor one member over another, if there are not open to view standards and uniform ways of applying them.The central issue is what is fair and who determines what is equitable?.If a member still feels rejected after all other material conditions have been satisfied, this 'theory' may help explain the gap. The Theory helps caution leaders that material reward or working conditions are not the only factors that need to be taken into account for gaining a member's confidence, loyalty, and commitment.The theory can be a way of unifying an organization, saying essentially that everyone is treated equally, everyone is valuable in the organization, and everyone needs to pull their weight.This 'theory' at least addresses a more philosophical concern of a leader - the issue of fairness.Name(s): Equity Theory of Motivation Author: John Stacey Adams Classification: Cognitive or Need-to-Know Motivation Theories Year: 1963

John stacey adams equity theory