According to the equity theory, employees will compare their outcomes-to-inputs ratio to the ratio of a comparison other, and their motivations depend on what happens to other people. If after the comparison, they find that they are experiencing an underreward inequity or overreward inequity, they may adjust their outcomes or inputs. In this case, the company cannot increase their wages, which means that it is hard for them to change the outcomes they received, so they may just steal from the company, leave the company, or change their inputs by working less hard. Based on the analysis above, distributive and procedural justice is extremely important. On the one hand, for the distributive justice, I do not think the employees in this case are in team-based work, so the proper norm is equity, with more outcomes allocated to those who contribute more inputs, so it is important to let the employees decide if outcomes are allocated fairly, and in this case, the outcome is the wage increase.…