The first statement that was given for the mini essay is to make use and explains more of relevant examples. One of the goals that were written on top of the essay draft is to try to include as much examples as possible, possibly at least one in every paragraph.
In order to simplify the question to make it easier to analyze and to make use of examples, the ‘new graduates’ in the essay were explained as people in generation Y or Millennial generation. The second paragraph of the essay is a paragraph explaining the characteristics of generation Y people, which helps enable in depth research of the theories later in the essay. When discussing about the effectiveness of the uses of the two motivation theories, examples of different situations …show more content…
Hence, equity theory explains why just high pay and good working conditions might not be enough to motivate someone, it depends on the perceptions of fairness and justice of that certain person. Hence, as the perception is based on an individual so, a motivation method used with one person might not be working with another person. Stanton (2013a) stated that millennial generation is “overwhelmingly dedicated to social justice. Where there is injustice, we want to respond, whether in-person, online, or through power of the purse”. Social justice is one of the most common principles found in the Generation Y people because it is found that people in this generation has a fundamental belief in the goodness of people (Stanton, 2013b). Apart from concerning about justice in the society, millennials also yearn for justice in their lives too. Due to new graduates having fundamental beliefs in justice, equity theory can help motivate and retain new graduate workers. First step that a manger should consider when applying equity theory to the workplace is the balance and imbalance of the worker’s inputs such as effort, loyalty and skill then the outputs such as recognition, praise and job security. After finding the imbalances in the inputs and outputs, motivation …show more content…
The theory is very subjective, what one person sees as fair may be observed as unfair by another. Take, for example, an over or under rewarded worker might not feel that there is an imbalance in their inputs and outputs. As a result, the motivation suggestion based on Adam’s theory will not help increase the productivity from employees. The theory is not only subjective in term of workers’ perspectives but it is also in managers’ point of views. Managers are often the person with the authorities to set the motivation strategies within the workplace. The analysis of the balance between inputs and outputs to justify motivation method can be biased. For instance, if a worker is favoured by the manager, the manager could analysed that the worker is under-rewarded even when it is not the truth and decided to provide motivation rewards to that employee. As a result, it might lead to equity theory being
In order to simplify the question to make it easier to analyze and to make use of examples, the ‘new graduates’ in the essay were explained as people in generation Y or Millennial generation. The second paragraph of the essay is a paragraph explaining the characteristics of generation Y people, which helps enable in depth research of the theories later in the essay. When discussing about the effectiveness of the uses of the two motivation theories, examples of different situations …show more content…
Hence, equity theory explains why just high pay and good working conditions might not be enough to motivate someone, it depends on the perceptions of fairness and justice of that certain person. Hence, as the perception is based on an individual so, a motivation method used with one person might not be working with another person. Stanton (2013a) stated that millennial generation is “overwhelmingly dedicated to social justice. Where there is injustice, we want to respond, whether in-person, online, or through power of the purse”. Social justice is one of the most common principles found in the Generation Y people because it is found that people in this generation has a fundamental belief in the goodness of people (Stanton, 2013b). Apart from concerning about justice in the society, millennials also yearn for justice in their lives too. Due to new graduates having fundamental beliefs in justice, equity theory can help motivate and retain new graduate workers. First step that a manger should consider when applying equity theory to the workplace is the balance and imbalance of the worker’s inputs such as effort, loyalty and skill then the outputs such as recognition, praise and job security. After finding the imbalances in the inputs and outputs, motivation …show more content…
The theory is very subjective, what one person sees as fair may be observed as unfair by another. Take, for example, an over or under rewarded worker might not feel that there is an imbalance in their inputs and outputs. As a result, the motivation suggestion based on Adam’s theory will not help increase the productivity from employees. The theory is not only subjective in term of workers’ perspectives but it is also in managers’ point of views. Managers are often the person with the authorities to set the motivation strategies within the workplace. The analysis of the balance between inputs and outputs to justify motivation method can be biased. For instance, if a worker is favoured by the manager, the manager could analysed that the worker is under-rewarded even when it is not the truth and decided to provide motivation rewards to that employee. As a result, it might lead to equity theory being