Employees can respond in several ways, such as becoming less motivated, putting in less effort, getting annoyed, or even causing trouble. According to this hypothesis, employees lose interest in their work and their employer if they see a negative gap between their effort and the results they see. John Stacey Adams, a workplace and behavioral psychologist, created his theory of employment incentives in 1963 and called it "Adams' Equity Theory." Adams' Equity Theory recognizes that subtle and varied elements affect an employee's perspective of their relationship with their work and their employer, like many of the more prominent theories of motivation (such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory).
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