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Most motivational theories try to integrate external factors (i.e., an organizational compensation system) with internal forces (i.e., personal needs and motives). Some of the structure these theories provide can also be used in a work environment as measuring tools for individual performance in an organization.
In this paper we study a major motivational theory: the Equity theory. We explore the similarities and differences between this theory and two other common theories. We will also consider current research and opinion surrounding this theory and compare its strengths and weaknesses with another common motivational theory, the Expectancy theory...
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