According to Adam's Equity Theory, what do workers compare when assessing their motivation?

In Adam's Equity Theory, workers assess their motivation by comparing both inputs and outputs in their work environment. Inputs refer to the contributions that employees make to their jobs, which can include time, effort, skills, and experience. Outputs represent the rewards and benefits received from their job, such as salary, recognition, and benefits.

When employees evaluate their situation, they consider how their contributions (inputs) relate to the rewards they receive (outputs). This comparison helps them determine whether they are being treated equitably in relation to their peers. If they perceive that their inputs do not correspond with their outputs when compared to others, it can lead to feelings of inequity and potentially affect their motivation and job satisfaction.

Understanding this balance between inputs and outputs is crucial for managers and organizations as it aids in addressing employees' motivation and fostering a fair work environment. The other options, while related to aspects of workplace dynamics, do not encompass the full essence of the comparison made in Equity Theory.