There is a system in the organization of salaries. This is raising the feeling of self-esteem, so this will motivate the employees to do more for their organization… For example, it is likely that the CEO visits his sick labours and gives them a present. One of the motivations for the employees is maintaining a good relationship between every employee and his direct supervisor and between the employees in general and the general management section. This will form an important reason for employees to stay in the work-life community and to keep away from the most inflation harms… In addition, this provides an alternative solution of the high rents of the houses that rise annually because of the inflation in the U.A.E. This adds the relation of neighbourhood to the relation of work and this raises the feeling of belongingness to the organization. As a result, a community was formed in these campuses. There are labours’ accommodation campus, families' accommodation campus and singles’ accommodation campus for the management and administrative employees. offer a package salary without privileges, MGCC offers accommodations for its employees inside the company's campus. While most of the organizations in U.A.E. Here is an explanation of these perspectives: He believes that through dealing with these perspectives he can guarantee that every one of his staff will do the best for the organization. The organization's management did many trials to motivate its workforce in the way that the CEO, at the end, put some perspectives of motivation that are stability, relationships, money and shares. The System of Motivation in the Organization: The management team is CEO and three branches managers. In numbers, MGCC has 250 labours, 9 engineers, 20 supervisors in the execution section. From these points, the organization needs to keep its skilled workforce by decisions that care about the workforce job satisfaction as a main title. The reason of outsourcing process is the difficulties of hiring new labours in The U.A.E. It does most of the items by its staff and outsources the others to qualified subcontractors. The organization depends on turnkey contracts as main contractor. It is Construction Company working in The United Arab Emirates in the Middle East and has three branches in there. The organization subject to this case study is MGCC Emirates. It does not store any personal data.The Organization Subject to this Case Study:Ībout the Organization Studied and its Surrounding Environment: The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. The cookie is used to store the user consent for the cookies in the category "Performance". This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other. The cookies is used to store the user consent for the cookies in the category "Necessary". The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional". The cookie is used to store the user consent for the cookies in the category "Analytics". These cookies ensure basic functionalities and security features of the website, anonymously.
Necessary cookies are absolutely essential for the website to function properly. Adams believed that an individual compares the ratio of his inputs and outcomes to the input-outcome ratio of another individual who, he thinks, is comparable to him. This input-outcome ratio is supposed to provide us with a means of comparison with the ratios of other individuals or groups. To get these rewards, the individual contributes various inputs to the job, such as time, experience, effort, education and loyalty.Įquity is determined through the calculation of a simple ratio: what effort they are expected to put on the job (their input) in relation to what they can expect to receive after putting that effort (their outcome or reward). According to Adams, the outcomes from the job include a pay, recognition, promotions, social relationship and intrinsic rewards.
In this context, equity is defined as the belief that one is being treated fairly relative to the treatment of others. The basic assumption of the theory is that people are motivated by a desire to be equitably treated at work. The basic assumption of the theory is that either receive or are going to receive. According to this theory people are influenced in their behaviour choices by the relative rewards they receive. This theory is particularly helpful for understanding job satisfaction. The equity theory has received support from research studies.