The Equity Theory in Business Management

The retail industry is full of examples where organizational behavior studies can help to improve different aspects of work. I worked for three years as a sales representative for Target Corporation. During that time I had to perform several different duties. Organizing store displays, helping customers, and returning merchandise are all part of my duties as a Target employee. In the store management he saw that all the provinces were completed in a timely and accurate manner, and problematic workers who demanded trouble. While these executives certainly had skills”>skills”>the ability to evaluate people like me on the sales floor, they rarely ever left. the comfort of his duties would assist him in the various undertakings which he undertook at such an opportune time. While my assistants and I did sales, cleaned the store and helped angry customers, we were people around the break room, eating food and relaxing. It just doesn’t seem right that the management is getting to do more and less, and then a large number of sales received in the review, which is not at all relevant to the customer. The actions that have been achieved because of this can be explained by one of the organisational-behavior”>organisational-behavior”>acts of motivational systems called equity. theory

Fairness theory states who develop perceptions of fairness outcomes and become motivated to reduce inequity (McShane) . To evaluate equity, the system must establish inputs and outputs. Inputs are the skills that an employee brings to the workplace, and outputs are what the employee gains from their work, such as recognition, pay, benefits, and rewards. If equity existed, the ratio of equity would be the same as the individual I compared myself to. If there is no equality, multiple effects can take place depending on the location (McShane). If I am rewarded more, then I earn more output the less input I contribute. This makes it more difficult to correct my inequality and justify my high salary. It is also possible that someone in this situation can influence the behavior of other comparatives, perhaps by reminding them to work less, which also corrects the difference in their reasoning. There is also a chance that the employee will consider this as a positive outcome of the compensation and will be satisfied with his unfair reward.

But this was not the case while I was working at Target. Employees reported their input and deputations to management, and were found to be under rewarded. My colleagues and I felt that our level of input was significantly higher, but the amount of output we received was minimal. There were several things that could be done to correct the results. Comparing our others, or comparing ourselves to one another, would have been the solution. But that was not it. We could also have been indifferent to the situation, and continue to work for injustice. That is not going to happen. What happened was very damaging to the company because all the lower level workers started neglecting their duties to even implement the equity system. The most beautiful trading arrangements have begun to transform into unorganized piles, and customers can wait long amounts of time when they need help. I distinctly remember the assistant leaving the sale listings to check item availability for the buyer in our inventory. When he returned, he told the woman that what he was looking for was not in stock. After that he came up to me and said he was looking for the customer’s place, then he went back to the register and wandered around for a few seconds – and finally came back to give him the bad news, without putting in any real effort. help her He couldn’t wait for his chance to do it again, because he said it would be a nice break from working on electronic counters. This heavy amount of laid off workers compensated for the injustice he experienced, but at a cost to society that they could probably more than afford. Long lines, upset customers, and bad reputations are all consequences that will result from this type of payment inequality in the workplace. However, as equity theory asserts, if there is a question about the fairness of outcomes, people will often gain a great deal of reason to correct injustices (McShane).

I decided to write about this topic for two reasons. First, I feel that it is relevant to a large number of people. The events that happened in Target store, which I worked for three years, have the potential to affect any workplace. management oversees a group of people who are supposed to provide service to customers. The results of the inequality that we have described can be felt by the management, the workers, as well as the employees, and therefore it must be recognized as a serious problem that must be dealt with for the good of everyone involved in the organization. Also, the concept of equity is new to me. Learning about this opened my eyes to one of the possible reasons why some people who go around organizations feel completely unmoved, or frustrated with the way they are run. People want to get what they deserve, and they determine what they deserve by comparing it to others. If there is inequality, then it must be given, or the consequences of inconvenience take place and the sound disturbing the workers.