John Stacey Adams' equity theory helps explain why pay
and conditions alone do not determine motivation. It also explains why giving
one person a promotion or pay-rise can have a demotivating effect on others.
Inputs: time, effort, loyalty, hard work, commitment,
ability, adaptability, flexibility, tolerance, determination, enthusiasm,
personal sacrifice.
Outputs: Typical outcomes are job security, esteem,
salary, employee benefits, expenses, recognition, reputation, responsibility,
sense of achievement, praise, thanks.
