“Equity is a subjective evaluation, not an objective one. Based on the comparison that individuals use, each individual is likely to develop different perceptions of equity.” (Scholl, 2000) When individuals look at the equity model on the job scale, they compare their contributions and rewards to that of those around them (associates, coworkers, management, etc.).
If the equation is balanced, the “equity”–as society puts it–is accomplished. If it is unbalanced, the inequity may cause individual reactions or responses.
Generally the individual who feels as if their contribution is greater will make demands such as financial rewards, greater leadership responsibilities, promotions, or even basic recognition. (This “equity theory” follows true in relationships also. For example, if one partner feels as if he/she is putting more into the relationship than the other, he/she may opt to leave.)
The military is a hard place to effectively use the equity theory due to the fact that the promotion system is based on a point and time in service scale rather than the individual accomplishment of leadership roles or demonstrating responsibility and character. When I was an E-4/Specialist (junior enlisted soldier) in the Army, I had a squad leader who was an E-5/ Sergeant (non-commissioned officer).
The Essay on Support Individuals With Multiple Conditions And Or Disabilities
1:1 Describe possible multiple conditions and/or disabilities that individuals may have. Patients with multiple conditions and/or disabilities have two or more disabling conditions that affect learning or other important life functions. These can include: 1.Mental retardation, dementia 2.Bad eyesight, blindness 3.Hard of hearing, deafness 4.Arthritis, paralysed body/parts 1:2 Explain how multiple ...
Although we were the same age, she enlisted in the military two years before me and therefore had more time in service. We were both single parents, separated, working Finance and both “fast trackers” on the promotion scale. Aside from the difference in rank and the fact that she could run faster than me, I considered her my equal.
On a personal note, I worked long hours (I love my job!), came in early and always volunteered for unit projects. The company commander deemed me as the soldier in charge of our unit fund raising because of all the work I put into them. I was always volunteered by my command if I was not around to do it myself. If a project came up, so did my name. More importantly, I enjoyed it.
Despite the likenesses between my squad leader and myself, it was obvious (not only to me but also to just about everyone in my unit) that she did not like me. This, of course, made me not like her. She out-ranked me so this gave her an advantage. Since we both seemed to have “flippant” attitudes, I saw it necessary to steer clear of her at all costs. Fortunately, even though we were in the same unit, we only saw each other during morning PT. This did not stop the occasional “head knocking” that happens. Inevitably, one morning after the PT formation (and when there was no one else around) we had a verbal altercation. She wrote me up. I refused to sign it and told her that I would be going over her head to our detachment sergeant.
We both gave our sides of the story in separate “interviews”. Afterwards we were brought together to “get some resolution” on the situation. The meeting started by a recapping of event…the details of which matched up with her story. I felt defeated. It was as if they had already taken what she said as the truth. When I questioned this I was told in so many words that she, as an NCO, was upheld my a certain degree of integrity. NCOs’ had a basic level of integrity…or so this is the common perception.
“Oh, so you are saying that because she is an NCO and I am a junior soldier, she has more integrity than me? (So basically I am being called a liar?) And this is because I haven’t had enough time in grade to get promoted yet? So explain this to me…when I get promoted I will be ordained–all of a sudden–with an unforeseen amount of integrity?” The meeting went downhill from the beginning. My attitude portrayed a security and knowledge that I really did not have. It was anger. The simple meeting had turned into a potential Inspector General complaint. Unknown to them (and luckily for everyone else involved), I had not been in the military long enough to know the power of I.G. By the time it was all over, the write up was dropped and I was moved to another squad. The entire event initially made me want to stop working so hard. I ‘de-volunteered’ myself from projects to prove a point. If certain standards were expected of me then, I felt, I would portray them. (God forbid if there would ever be a soldier who went beyond the call of duty, right?) I eventually worked myself out of that mindset and carried on as usual. It still upset me that two people who put forth the exact same work could be looked at two different ways in the military’s eyes.
The Term Paper on Equity Theory of Motivation
As the cliche goes, no man is an island. Everything man does is influenced by other men and his environment. Be it in school or at work, the reason why people persevere lies on the desire to achieve a certain goal. Hence, motivation is essential to keep the drive of doing things passionately and effectively. However, the enthusiasm to sustain the dream and keep the motivation alive can be tampered ...
This incident was a clear example of the repercussions of the equity theory. One employee feels as if they put forth just as much (if not more) effort, loyalty and commitment (INPUT) in their job and performance, yet are still held to separate standards (OUTPUT) because of the ranking structure. The proverbial military hierarchy—the grunts and ditch diggers (less educated) at the bottom and the scholars and philosophers (more educated) at the top. Yet, most of us know that there are more sound-mined individuals at the bottom of the food chain than at the top. College degrees do not make someone wiser, they just get paid a little more for the extra letters after their names.
Works Cited:
“Adams Equity Theory.” www.businessballs.com/adamsequitytheory.html
“Equity Theory.” www.changingminds.org/explanations/theories/equity_
theory.html
Scholl, Richard W. “Primer on Equity.” www.cba.uri.edu/Scholl/Notes/
Equity.html
