Academic Master


Significant learning situations and experiences in life

Video Discussion

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 with a 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 throws it back to the lady. A state of perceived inequity occurs where the left capuchin believes that his inputs should be the same as the outcome and that the right capuchin’s resources and results should be equal to his. Pay is seen as the factor that drives self-satisfaction.

In the second video, Leonard’s girlfriend is awarded chocolates by Sheldon every time she behaves well. She excuses herself from the sit of Sheldon, gets chocolate, excuses herself from talking too much, and receives chocolate. Leonard opposes the behaviour of awarding his girlfriend chocolate to influence her action, and it continues. Payment factors affect a person’s performance and contribute to motivation, job satisfaction, and performance, changing their behavioural performance.

Significant Learning Situations 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 occur between handball mates, employer and employee or a brother and her sister. An example of such an experience occurred when an employee received $4000 more than another employee, a coworker with the same skills and abilities, which is inequity.

Restoring equity in such a case involves either psychological or actual. Actual equity restoration involves the individual who works less due to injustice and may demand a pay raise from the organization. Psychological equity restoration involves someone convincing oneself 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 unpleasant feelings such as 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 balance with the result and the others’ inputs also balance with their consequences.

A sense of fairness affects whether people find something reinforcing or punishing. According to Al-zawahreh (2012), injustice leads to dissatisfaction, guilt, and anger. Getting less than the expectation will lead to angry feelings 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 unpleasant feelings and motivates people to respond toward reducing injustice. The motivation 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 people’s behaviours. 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 upper management, who honestly explain the reason for lower pay or pay cuts.

Employers should be interested in how their employees are treated because this may influence citizenship behaviour.

The pay factor is significant in that it affects factors like job satisfaction, performance, and motivation, and every institution must pay attention when creating its 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 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 leave the field to avoid anger and frustration.

When over-rewarding occurs, a person feels shame, guilt, and remorse, which motivates them to eradicate the imbalance, 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 sciences46, 158-170.



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