If our staff perceive themselves as being unjustly or inequitably treated in relation to others and they experience equity tension there are a number of possible courses of action they are likely to choose from:
Change their level of input - reduce their level of effort
Change their outcomes, where reward is linked to output - reduce quality to improve quantity
Change their self-perception (of worth) - maybe I really am a workaholic
Distort their perception of others - that guys got a hard job
Change their referent - I’m doing better than my sister is
or last but not least… Quit the job
Factors that may be used by individuals judging their input levels include, effort, experience, education, time, perceived competence, skills and knowledge. Factors that may be seen as outcomes include, salary, prospects of increasing financial rewards, promotion prospects, levels of praise and levels of public recognition.