Adams' equity theory holds that whether a person is satisfied with his own remuneration can be seen not only by its absolute value, but also by social or historical comparison. That is, when one person's contribution is equal to another person's reward, it is fair, otherwise it is unfair. For the existing fixed salary system, Wang Lu feels that his contribution is increasing, but his salary is not increasing, which leads to the historical data of his contribution rate of return being unequal and Wang Lu feels unfair, so he disagrees with the company's existing salary system.
2. Analyze how to mobilize Wang Lu's enthusiasm with content-based motivation theory.
Content-based motivation theory focuses on various factors that stimulate people's behavior motivation. Because needs are the driving force of human behavior, this theory is actually studied around people's various needs, so it is also called needs theory. It mainly includes Maslow's hierarchy of needs theory, Herzberg's two-factor theory, Oldford's erg theory and McLelland's achievement needs theory.
McLelland believes that a high-achievement motivator has the following characteristics: first, he can take personal responsibility for solving problems; Second, he is good at adjusting his achievement goals in the process of work, so that he can constantly meet the needs of achievements in the work that can actually achieve goals; Third, for those who need high achievements, he wants to know his work and achievements and the evaluation of his superiors in time. Based on this, we can judge that Wang Lu is a high achievement motivator, because he can undertake his own sales promotion work and do it well, and constantly meet his high achievement needs in his work. But because he couldn't get a better evaluation from his superiors and couldn't understand his work, he decided not to work in this company, but to find a job that could meet his high achievement needs.