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Management at Work

Imagine you own a pro soccer team. You’ve been posting player salaries and guaranteed compensation online since 2007 as a result of an agreement with the Major League Soccer Players Union.

You know that some salaries are a bit on the high side and some are on the low side. You’ve been trying to smooth things out, and overall, you think you’re doing pretty well. But today, four of your players approached you on the field. Two of your best players, Dwight and Guillermo, start to talk for the group, and they don’t sound happy.

YOU: Hey, guys, what’s going on?

GUILLERMO: Dwight and I just got done looking at the latest pay postings. What do you think you’re doing?!

YOU: I thought things were coming along pretty well. Are you seeing a problem?

DWIGHT: A problem? It’s more than a problem, buddy. Why does everybody else on the team have a guaranteed salary of at least $30,000 more than their base pay? And you’re giving us a measly $2,500? I’ll say we have a problem! Our _____a____ are just as high as anybody else’s on the team, and you know it!

YOU: I’m sorry the league pay seems ____b______ to you. I compared the salaries in our club with the salaries in several other clubs, and, overall, the players on our team have higher _____c___ than the players on the other teams.

A: outcomes/ inputs

B: equitable/ inequitable

C: inputs/ outcomes

Answer :

holesstanham

Answer:

A: inputs

B: inequitable

C: outcomes

Explanation:

This passage relates to equity theory, which is a way of thinking about the distribution of resources in just ways. In this theory, inputs are defined as the contributions that each participant makes, which entitle him to rewards or costs.

On the other hand, outcomes are defined as the positive and negative consequences that the individual perceives as a consequence of his relationship to others. This theory states that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it.

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