John Stacey Adams
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John Stacy Adams (March 16, 1925 - 1984) was a Belgian born behavioural psychologist who is best known for his work on Equity theory, published in 1963.[citation needed] Through his studies, he acknowledged how the variable and subtle factors in the workplace, such as the behaviour of colleagues and validation for the work done, affect one's happiness in that very same place of work.
Career[edit]
Adams' early life is is not often discussed, hence the lacking information in its regard, yet his professional life is well documented. His career begins before his studies as he serves as a U.S. Marine from 1942 to 1946. His studies began soon after the tail end of his service, gaining a Bachelor in the arts from the University of Mississippi in 1948. The highlife of his studies though was the doctorate of Philosophy earned in 1957. Adams developed equity theory during his tenure as a consultant at the General Electric Company (GEC) in New York City from 1960 to 1967, job that he garnered after having held an assistant professor position at Stanford University. Adams proceeded to briefly alternate his attendance at the GEC to work as a University professor - he spent 5 years at Columbia University from 1962 to 1967. Returning then to full time position at the GEC where, propelled by his work on motivational theory, he became an advisor on the company's behavioural research panel.[citation needed] One of his last known contributions coming 4 years previous (1980) to his demise is "Study of Organisations", a book published with significant contributions from Robert Louis Kahn and Daniel Katz.
Equity theory in business[edit]
Equity theory is comprehensive theory regarding motivation in the workplace and the factors that might influence it. It is part of a larger script titled "Towards an understanding of inequity".
Equity theory is characterised by its 4 defining points:
- Equity Norm: this entails the need for a fair amount of compensation for the work being completed. Usually represented as a ratio of work:reward.
- Social Comparison: refers to how colleagues might often compare their ratios of work:reward and how one employee might thus be dissatisfied in finding out that others are paid more for a lesser volume of work.
- Balance Redress: the term is applied when an employee alters the effort put into their work based on the perceived fairness of their compensation package. This could both mean that the hypothetical employee works more as they believe their pay might be excessive or that they work less as they perceive their compensation as insufficient.
- Cognitive Distortion: this is generally defined as an exaggerated or irrational thought pattern. Applied to Equity theory, cognitive distortion expresses how humans often aim to stay within their comfort zones and do so in a business environment by convincing themselves that a situation (ex work:reward ratio) is ideal when it might not be.[1]
References[edit]
- ↑ "MindTools | Home". www.mindtools.com. Retrieved 2022-12-06.
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