THEORY of the equity of j. STACEY ADAMS according to the theory of equity, the individual can make comparisons with a reference point within the same organization (internal of another), with another person of another organization (external of another), with his own experience in other jobs in the same organization (internal own), or with the experience of the person in another organization (external itself). Of the equity theory tries to explain the effect that has on motivation comparison that individuals make between their situation (in terms of the contributions made and the benefits it receives) and other individuals or groups who are taken as references. The bosom of an organization, each individual provides certain contributions (A) in his work (knowledge, experience, time, effort, dedication, enthusiasm) and earns a set of results r (salary, other socio-economic benefits, prestige, estimation, affection). Individuals tend to compare the results and own contributions with the results and contributions of others or reference groups.

If we call Rp and Ap results and own contributions, and Rpr Apr results contributions of the referent, the following comparisons can be: if (Rp/Ap) = (Rpr/Apr) there is sense of fairness, because the relationship between results and own contributions is equivalent to the relationship between results and contributions of the referent. In such a situation the individual feels motivated towards a high performance behavior. If (Rp/Ap) < (Rpr/Apr) there is feeling of inequality as sit sub-retribuido. in such a case, the individual sees decreased their motivation and develop compensatory behaviors (usually decreasing their contributions or increasing your results by any route). Finally, if (Rp/Ap) > (Rpr/Apr) the individual may develop some feeling of guilt and also assumed behaviors to restore equity (generally, by increasing their contributions or decreasing their results).



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