What is a common response to perceived inequity according to Equity Theory?

In the context of Equity Theory, a common response to perceived inequity is to change work inputs. This theory posits that individuals are motivated by fairness in their exchanges with others, particularly in a work environment where they evaluate their input-output ratio against that of their peers. When employees feel they are putting in more effort, time, or resources than their colleagues for similar rewards, they may adjust their inputs to restore a sense of equity.

This adjustment can manifest as a decrease in work effort, reduced engagement, or a shift in performance levels. By modifying the amount of work they contribute, individuals aim to align their inputs more closely with what they perceive others are contributing, ultimately seeking to enhance their sense of fairness and balance in the workplace.

The other possible responses, while they can be actions taken by employees, do not directly address the core principle of Equity Theory. Adjusting work hours does not necessarily correlate with perceived inequity unless it affects inputs/outputs in relation to colleagues. Seeking supervisor feedback may be an approach to address inequity but does not inherently change the work inputs. Looking for new job opportunities could be a drastic measure if inequity is deeply felt, but again it does not directly modify one’s inputs to restore equity within the current