Equity Theory of Motivation Introduction:Robbins & Judge (2007, p.186) defines motivation "as the processes that take into account the intensity, direction, and persistence of an individual's effort towards achieving a goal". Equity theory falls under the process theory which gives the perception whether the individual will work hard or not depending on the rewards and possible outcomes. This article discusses and describes the equity theory of motivation with its implications for managers in light of a real-world organizational example. Analysis: John Stacey Adams, a behavioral and occupational psychologist, articulated an equity theory construct of work motivation and job satisfaction in 1965" (Okpara, 2006, p.226). "In equity theory individuals compare their own work inputs (e.g., effort, experience, education, competence) and outcomes (e.g., salary level, raises, recognition) with those of referring to others and then responding to eliminate any injustice” (Robbins & Judge, 2007 ,p.205). This theory states that “an individual who perceives that he or she is being treated unfairly compared to others will be motivated to act in ways that reduce the perceived unfairness” (Campling, Poole, Wiesner, Schermerhorn, 2006, p.394). An individual should feel a fair balance between what he puts into the job and what he gets out of it. Adams defined them as inputs and outcomes (Okpara, 2006). Individuals are more likely to be motivated when they feel they are treated fairly and equitably. And when they are treated unfairly they are very prone to feelings of disaffection and demotivation. In equity theory the most crucial feature is comparison. In equity theory employees compare their work inputs (efforts) ...... middle of paper ......l Psychology, 20(8), 641-662.Campling,J.,Poole,D ., Wiesner, R. and Schermerhorn, J.R., (2006). Management. (2nd ed.). Australia: John Wiley & Sons.Gunderson,M. (1994). Pay and employment equity in the United States and Canada. International Journal of Manpower,15(7), 26-43. Ivancevich, J.M., Konopaske, R., & Matteson M.T., (2008). Organizational behavior and management. (8th ed.). New York: McGraw-Hill Irwin. Okpara, J. O. (2006). Gender and the relationship between perceived equity in pay, promotion and job compensation, promotion and job satisfaction in a sub-Saharan African economy. Woman in Management Review, 21(3), 224 '' 240.Robbins,SP and Judge,TA,(2007).Organizational Behavior.(12th ed.). New Jersey: Pearson Prentice Hall.Weller,LD (1995). The equity factor: a vital part of the quality equation. Quality assurance in education, 3(4), 44-50.