Ben and Ken are neighbours who work as audit managers in different audit firms. To have a work-life balance Ben always be having a barbeque at his home and since Ken is his neighbour, he was invited to join a gathering. During this gathering, Ben discovered that Ken's salary was nearly 20% higher than his even though their job duties were similar. Other than this difference, both received similar benefits and seemed to enjoy their jobs and colleagues. Ben was unhappy after knowing Ken's higher salary position and as normal Asian behaviour, he just keeps that emotion to himself (after all, it wasn't Ken's fault that they received different salary levels). Ben was frustrated not only because Ken received a significantly higher salary, but also because Ben was certain that he worked long hours and was more productive than Ken. According to Equity Theory research, discuss Ben's probable actions to reduce his upset feelings.
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- Alice joined an IT company called Trix Ltd as an HR director. Trix Ltd began as a small business set up by two brothers in a small town. They mainly dealt with repairing and customizing computers. The business grew (largely due to expansion plans) over the years, but it seemed that Trix was unable to compete effectively in-service delivery. Further investigation by Alice revealed that Trix employees weren’t provided with proper orientation when joining the company, and weren’t trained in its processes. The sales support department experienced the highest turnover, practically on a monthly basis. Similar frustrations were expressed by employees in other departments, most citing overwork and stress. Thomas, the older brother, had attended a talk on implementation of a computer system capable of processing orders efficiently. The long-term benefits, of this system included cost reduction, speedier deliveries, and an increase in overall responsiveness to customer…After Spending several weeks on the job, Haleema was surprised to discover that her Uncle had not formally evaluated any employee's performance for all the years that he had owned the business. Waqar position was that he had "a hundred higher-priority things to attend to," such as boosting sales and lowering costs, and, in any case, many employees didn't stick around long enough to be appraisable anyway. Furthermore, contended Waqar, manual workers such as those doing the pressing and the cleaning did periodically get positive feedback in terms of praise from Waqar for a job well done, or criticism, also from Waqar, if things did not look right during one of his swings through the stores. Similarly, Waqar was never shy about telling his managers about store problems so that they too, got some feedback on where they stood. This informal feedback notwithstanding, Haleema believes that a more formal appraisal approach is required. She believes that there are criteria such as quality,…After spending several weeks on the job, Jennifer was surprised to discover that her father, Jack, the owner of Carter cleaning company, has not formally evaluated any employees performance for all the years that he had owned the business. Jack's position was that he had "100 higher priority things to attend to, and "such as boosting sales and lowering cost, and, in any case, many employees didn't stick around long enough to be appraisable anyway. Furthermore, contended Jack, manual workers such as those doing the pressing and the cleaning did periodically get positive feedback in terms of praise from Jack for a job well done, or criticism, also from Jack, if things did not look right during one of his swing through the stores. Similarly, Jack was never shy about telling his managers about store problems so that they, too, got some feedback on where they stood. This informal feedback notwithstanding, Jennifer believes that a more formal appraisal approach is required. She believes that…
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