This paper would address the way, the theory of equity (one of the common theoretical approaches towards motivation of the employees) is applied into the practice for the personnel of the criminal justice organizations. It is implied by this theoretical approach that the level of motivation of each particular employee is determined by one’s understanding and perception of the fairness. In addition, the individual motivation of each particular employee should refer to the way of treating other employees by the management of the organization.
While dealing with this theoretical approach from the perspective of the effectiveness of the employees of the criminal justice organizations, it is essential to note that each particular employee determines the relative weights of both inputs and outputs. The level the perceived equity in such case is determined by the ratio of individual’s outputs to the one’s inputs, and then this level is compared to the same index, represented by other employees.
It is essential to note that for the criminal justice organizations, the set of factors, other than administrator’s control, determines the perception of inequity on the working place. for example, the rigid structure of the public contracts sets the barriers for the organizations of such type in terms of effective management of the inequities on the working place. This trend, in turn, decreases the motivation of the employees because there are the cases when they feel that their payment rate is not in compliance with their inputs into organization, when other employees, who work less effectively, are paid at the same rate (Stojkovic et al, 2008).
In order to manage this situation and motivate the employees for maximization of their effectiveness on the working place, the theory of equity should be applied into the practice by the management of the criminal justice organizations.
References
Stojkovic, S., Kainich, D., & Klofas, J. (2008). Criminal Justice Organizations: Administration and Management(5th ed.). Wadsworth
