Which theory posits that individuals may change how they work when faced with perceived inequity?

Equity theory is centered on the concept of fairness in social exchanges and highlights how individuals assess their contributions (inputs) and outcomes in comparison to others. According to this theory, when individuals perceive that they are treated unequally or unfairly in the workplace—meaning their inputs are not rewarded proportionately to their outcomes compared to their peers—they may alter their level of effort or change their behavior to restore balance. This change can manifest as either increasing or decreasing work effort, altering quality of work, or even changing attitudes towards the work or organization.

Understanding equity theory is essential in the context of workplace motivation and productivity, as it suggests that employees are driven not only by their rewards but also by how they perceive their situation relative to others. This can lead to significant changes in behavior if individuals feel inequitable treatment, making it a fundamental concept in organizational behavior and management.

Acquired needs theory, cognitive theory, and reinforcement theory focus on different aspects of motivation and behavior that do not directly address the influence of perceived equity on work behavior. Thus, they do not encapsulate the idea of how perceptions of fairness can lead to changes in work performance in the same way that equity theory does.