What does equity theory in motivation emphasize?

Equity theory in motivation focuses on the concept of fairness in social exchanges, emphasizing the comparison of input-output ratios among individuals in an organization. According to this theory, employees assess the fairness of their compensation, effort, recognition, and contributions by comparing them to those of others. When individuals perceive that their input (such as work hours, effort, and skills) is not aligned with their output (such as salary, rewards, and recognition) in relation to their peers, it can lead to feelings of inequity. This perceived imbalance can subsequently affect motivation and job satisfaction, prompting individuals to adjust their own inputs or seek changes in their outcomes to restore equity.

In contrast, the other options do not capture the essence of equity theory. Distributing bonuses equally among all employees or providing the same benefits fails to consider individual contributions and can lead to perceived inequity if employees feel they have contributed differently. Encouraging teamwork without regard for individual contributions also does not align with the fundamental principles of equity theory, which prioritize fair treatment based on each person's efforts and inputs.