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This equity can be achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs Baxamusa, 2012. Adams equity theory is based on a ratio consisting of inputs to outcomes. Inputs consist of contributions by an individual. An attribute is only considered an input if it is perceived as relevant by the individual. Inputs can include abilities, effort, performance, age, seniority, education, and other attributes. Outcomes are the rewards an individual receives for their inputs. Outcomes can include pay, benefits, status symbols, and even intrinsic rewards. The value of an outcome is determined by the recipient Adams, 1963, so no outcome has a specific objective measure. For example, an individual might rate their college degree as a more valuable input than the college degree of another person due to their perception on a college's prestige. An individual makes more money than a co worker, but has a less flexible schedule; they might value the flexible schedule more than their extra income. An individual calculates their subjective value of inputs and outcomes then compares it to others ratios in order to determine if it is equitable.
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