In the first video, the first video demonstrates fairness study where when the capuchin on the left is given a cucumber in exchange for the stone for the first time, he accepts and eats it. The capuchin on the right equally provides a rock, and he gets a grape which has the higher value than the cucumber. The capuchin on the left gives the stone and gets a cucumber expecting it to be a grape, he feels frustrated and throw it back to the lady. A state of perceived inequity occurs where the left capuchin believes that the inputs he gives should be the same with the outcome and that the right capuchin’s resources and results should be equal to his. Pay is seen as the factor that drives to self-satisfaction.
In the second video the Leonards girlfriend is awarded chocolates by Sheldon every time Sheldon every time she does a good behavior. She excuses herself from the sit of Sheldon, she gets a chocolate, she excuses herself from talking too much she receives a chocolate. Leonard opposes the behavior of awarding his girlfriend chocolate to influence her action, and it continues. Payment factors affect person performance and therefore contributing to motivation, job satisfaction and performance hence changing her behavioral performance.
Significant learning situation in life
When people exchange products in a social case, the probability that one will feel inequitable is high. Inequity frequently occurs during the exchange of services for pay. The trade may take place between handball mates, between employer and employee or between a brother and her sister. An example of such experience occurred when an employee received $4000 more than another employee a coworker who has the same skills and abilities, that is inequity.
Restoring equity in such a case involves either psychological or actual. Actual equity restoration involves the individuals’ behavior who works less due to the injustice feeling, may demand a pay raise from the organization. Psychological equity restoration involves a situation when someone convinces one’s self by distorting reality that the inequity relation might be equitable. Also, a two-way talk with upper management may explain the reason for the lower pay.
People learn from painful experiences such as inequity causing them to have unpleasant feelings such frustration enabling them to solve the situation by complaining to the upper management to avoid future un equity.
The monkeys gave something in exchange for a reward. Humans exchange tokens for an unexpected outcome. Perceived equity happens when a person sees that the inputs balances with the result and the also others inputs also balances with their consequences.
A sense of fairness affects whether people find something reinforcing or punishing. According to Al-zawahreh (2012), injustice felt leads to dissatisfaction, guilt, and anger. Getting less than the expectation will lead to angry feeling and resentment. They direct the hostility to the organization or people that inflicted inequity and sometimes may be self- directed where there is no involvement of other parties causing retaliation or punishment.
Inequity causes people to have unpleasant feelings and also motivates people to respond to the direction of reducing injustice, and the motivation strength to return to a given course varies directly with the extent of inequity experienced.
I disagree with Leonard that people should not try to modify other peoples behaviors. A predictable response for example theft in an organization due to underpayment leads to inequity which may be lowered by the two-way discussion with the upper management where they honestly explain the reason for lower pays or pay cuts.
The employers should be interested in the manner in which their employees are treated because this may influence citizenship behavior.
The pay factor is significant in that it affects factors like job satisfaction, performance and motivation and every institution must pay attention when creating their missions and goals.
Basic learning experience
Necessary learning experience helps in life in that, when someone compares themselves with others doing the same job and gets the feeling of unfairness; they get satisfied knowing that the other person has a higher level of education, experience or skills. Also, a person may decide to alter their outcomes; they may increase or decrease the results in comparison to the advantageous side or the disadvantageous side, by either increasing or decreasing the outcomes and inputs, the person reduces inequity. Also, motivation always minimizes the costs and increases the gains. A person may also decide to leave the field to avoid anger and frustrations.
When over rewarding takes place, a person feels shame, guilt, and remorse and these motivate them to eradicate the imbalance hence creating the essential learning experience.
Al-Zawahreh, A., & Al-Madi, F. (2012). The utility of equity theory in enhancing organizational effectiveness. European journal of economics, finance and administrative sciences, 46, 158-170.