Research Paper: Job Inputs and Outputs

Sample Research Paper

According to Lyndsay Swinton (2006), the inputs include “Effort”, “Loyalty”, “Hard Work”, “Commitment”, “Skill”, “Ability”, “Adaptability”, “Flexibility”, “Tolerance”, “Determination”, “Enthusiasm”, “Trust in manager and superiors”, “Support of colleagues and peers”, and  “Personal sacrifice”.

Outputs are typically all financial rewards – pay, salary, expenses, perks, benefits, pension arrangements, bonus and commission – plus intangibles – recognition, reputation, praise and thanks, interest, responsibility, stimulus, travel, training, development, sense of achievement and advancement, promotion, etc. (Chapman, 2006).

As long as the inputs and the outputs are in balance, the employees remain motivated. As soon as the employees feel that the outputs are declining or the inputs exceed the outputs, they, gradually, start becoming demotivated.

Equity theory in social psychology is a method for investigating the concepts of distributive justice held by a specific society…. The traditional understanding of equity has its roots in Aristotelian concept of aequitas, which defines equity (Biber-Klemm & Cottier, 2006, p. 38)

According to Biber-Klemm et al (2006), every “society” or people belonging to one cultural or ethnic background have their own ideology of “equity” and they have their own set of rules defining boundaries for what is “equitable” and what is not. The authors further elaborate that “equity is seen to be in the context with fairness”. Therefore, to be “equitable” is often the same as being fair and just. This equity demands that “in the combination” ’fair and equitable’ it indicates a specific protection of the weaker parties and/or grant of equal opportunities” (Biber-Klemm et al, 2006, p. 51)

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