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Group All-Stars equity TheoryProcess theory is a commonly used mannikin of scientific research study in which events or occurrences are said to be the result of trustworthy input states leading to a certain expiry stat, following a set process. Process theory packs that of an outcome is to be duplicated, so too must the process which originally created it, and that there are certain constant necessary conditions for the outcomes to be reached. When the phrase is used in connection with human motivation, process theory attempts to explain the mechanism by which human postulate changes. Equity theory falls into the process theory.John Stacey Adams, workplace and behavioral psychologist, put forward his Equity Theory on job motivation in 1963. There are similarities with Charles Handys extension and interpretation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and variable factors affect each individuals assessment and erudition of their relationship with their work, and thereby their employer. Awareness and cognizance feature more strongly than in earlier models, as does the influence of colleagues and friends, etc, in forming cognizance, and in this particular model, a sense of what is fair and reasonable.     Equity or inequity is a psychological state residing within an individual. It creates a feeling of dissonance that the individual attempts to crack up in some manner. The notion of "equity" is associated with justice and fairness. The individual fundamentally believes that they are being treated fairly in comparison to what they see others receiving.      Equity is a social comparison process, resulting when individuals compare their pay to the pay of others. There is no "rational" or single "equitable pay rate" for both given job or individual. Equity is a subjective evaluation, not an objective one. Based on the comparison that individuals use, each individual is likely to pay off different perceptions of equity.       The comparisons individuals use tend to fall into five classes of comparison 1.     Job Equity- Individuals compare their pay to the pay of other individuals in the same position they hold within their organization.2.     Company Equity- Individuals compare their pay to the pay of other individuals prop the different positions within their organization. 3.     Occupational (Market) Equity- Individuals compare their pay to the pay of other individuals holding the same position in other4.     Cohort Equity- Individuals compare their pay to the pay of others in similar cohort groups, generally age and education.