The main question that haunts most employers is how do I treat my employees in such a way to get maximum productivity? Fortunately, there are many theories but not one solid answer. In my opinion, John Stacey Adams and David C McClelland have developed two of the best theories.
             John Stacey's theory explains that when most people put something into their job they expect something in return. The more that person puts in the more he or she wants out of it, their inputs and outputs. People put many things into their jobs such as time, effort, tolerance, loyalty, integrity, and among many others soul. In return they expect many outputs such as pay, perks, benefits, development, and enjoyment. Thus they create a scale, on one side inputs and on the other outputs. People naturally try to balance out the scale. (Diagram of the scales is included on the next page). The main philosophy in this theory is that people will find a referent that has the same job title, and find out how much money they make. If the referent is making more money, the person then figures, well I'm doing the same amount of work and receiving less money. So what's my motivation? The person's productivity then begins to decrease, because they feel their inputs are exceeding their outputs, thus tipping the scales. If a person finds a referent who is making the same amount of money, the person changes nothing and the productivity stays the same. Finally, if a person finds a referent that has the same job title but is receiving less money, then the person's productivity also stays the same. The reason for this is because they feel that what ever they are doing is giving them more money, so why change? So basically Stacey's theory states that no matter what you input you will never exceed our outputs. Personally, I have a problem with his theory because I myself have been in a situation where I experience
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