Adams' Equity Theory
When people feel fairly or favourably, a worker is more likely to feel motivated. If they do not feel this way they gain emotions of disaffection and become unmotivated towards both their work and employer. (Mind Tools, 2015)
This theory involves the teachers co-workers and environment as the workers motivation is always compared to with a referent (someone similar to the worker). For equity to exist a teacher will have to perceive that their inputs to outputs are of an equal ratio as to that of the referents. If a teacher is experiencing inequity, they believe that their outcomes are not equal to their referents who is giving the same inputs, this can be they are either receiving too many outcomes or not enough. When this issue arises it creates an uncomfortable environment in the workplace and the level of input decreases and this has a ripple effect throughout other co-workers, because if one worker is experiencing inequity it can quickly lead to comparison from others to the inequitable person and then co-workers begin to believe they are also. If inequity is continuous motivation plummet and teachers may leave the school.
At St Andrew's an example could be the equity between subject coordinators, if one subject coordinator is receiving different outcomes than another subject but they involve that same degree of work, motivation in one subject could lack and this could effect the students that study that certain subject and inequity could arise and cause problems not only with motivation of staff but the workplace environment between them.
At St Andrew's an example could be the equity between subject coordinators, if one subject coordinator is receiving different outcomes than another subject but they involve that same degree of work, motivation in one subject could lack and this could effect the students that study that certain subject and inequity could arise and cause problems not only with motivation of staff but the workplace environment between them.