Apply It 12.3: Process-Based Theories of Motivation
Describe the role of inputs and outcomes in equity theory
Understand how equity theory relates to worker motivation
Understand how expectancy theory can be used to motivate workers
Understand how reinforcement theory can be used to motivate workers
Workplace Fairness
This Apply It continues using the return to in-office work case study video from earlier in this module. The video is included below in case you want to refresh your memory about specific details, but if you have already watched it, you don’t need to watch it again.
Remember that employees have varied reactions to changes in return-to-office policies.
According to the video, some executives admitted hoping that return-to-office mandates would lead to voluntary turnover. How might employees’ perception of this motivation affect their sense of equity in the employment relationship?
When employees discover that executives implemented return-to-office (RTO) mandates with the hidden agenda of encouraging voluntary turnover, this significantly damages their perception of equity in the employment relationship. According to equity theory, employees evaluate fairness by comparing their inputs and outcomes against others and expect transparent treatment. Learning that RTO policies were designed as a layoff strategy rather than strictly addressing productivity reveals a deliberate inequity. Executives get the benefit of workforce reduction without the costs of severance or potential legal liability.
This perception of unfairness typically triggers responses such as reducing their work effort, changing their perception of their contributions (“why should I work so hard?”), or ultimately leaving the organization. The deliberate deception particularly damages the trust essential to productive work relationships. This approach affects not just those who leave but creates challenges in recruiting new talent if the company develops a reputation for unfair treatment.